COMMUNICATION ON PROGRESS 2O2O OVER THE YEAR 2019 2 FOREWORD This document presents the ALTEN Group’s CSR approach and the actions taken and to come. It highlights the progress made over the last three years (when historical data is available) to meet the principles of the United Nations Global Compact, of which the ALTEN Group has been a member since 2010.

The CSR scope of the ALTEN Group covers ALTEN’s legal entities and its located solutions:

• In France: ALTEN SA, ALTEN SO, Atexis, APTECH, ID APPS, MI-GSO, ALTEN SIR, ALTEN TECHNOLOGIES, Aixial, Lincoln SAS, Elitys Consulting, Avenir Conseil Formation, Aixial Development, CADUCEUM, Pegase, LMACP, Anotech Energy.

• As well as international entities: ALTEN Belgium SPRL, ALTEN Switzerland, ALTEN GmbH, ALTEN SW GmbH, ALTEN Technology GmbH, ALTEN Spain, ALTEN Finland, ALTEN LTD, ANOTECH Energy Global Solutions LTD, PPP UK, ALTEN Calsoft LABS India Private LTD, ALTEN India Private LTD, ALTEN Italia SPA, ALTEN Delivery Center Maroc, ALTEN Nederland BV et Orion Engineering, TECHALTEN Portugal, Anotech Energy Doha, ALTEN Sverige AB, Anotech Energy Services LTD UK, Anotech Energy USA INC, Clover Global Solutions LP, Cresttek India, ALTEN Switzerland, PPP UK, Anotech energy Doha, Cresttek India.

The Universal Registration Document (URD) is available on the website: https://www.alten.com/investors/

This document is available on the website : https://www.unglobalcompact.org/what-is-gc/participants/12140#company-information

Contact: Eloi de BRESSIEUX, Human Resources Operational Manager eloi.debressieux@alten.com DECLARATION OF SUPPORT FOR THE UNITED NATIONS GLOBAL COMPACT

ALTEN signed the Climate Charter for Engineers, initiated by Syntec-Ingénierie, thereby joining other engineering companies in contributing to the ecological transition. I want to see us continue in this dynamic and thus maintain ALTEN’s leadership on the environmental front.

In order to meet the needs of our stakeholders and the challenges of our business sector, ALTEN is using a sustainable development strategy structured around three pillars which are key levers to boost resilience when faced with the current exceptional situation: • A career-accelerating employer, by attracting, retaining and promoting talent, skills development, career and mobility management, security and the personal development of our With the world facing a major unprecedented crisis, our employees, along with the development of social dialogue. international development and our position as a leader in Engineering and Technology Consulting give us an even • A key player in sustainable innovation, through the support greater responsibility towards all of our stakeholders. given to our customers, employees and students in developing sustainable innovative solutions. Our commitment to sustainable development, initiated 10 • As a responsible partner, we are uncompromising on funda- years ago upon signing the United Nations Global Compact, mental issues related to information security, business ethics is now a fully integrated part of our development strategy. and respect for the environment. ALTEN considers this commitment a central strategy in protecting human rights and the environment but also developing sustainable In 2020, we will continue to take on new challenges. As Chairman innovation. Our non-fi nancial performance is recognised by and CEO of ALTEN, I reiterate my commitment to continuing external rating agencies, making ALTEN a leading player in CSR. to implement this approach in the various countries where the This year, in 2020, we are keen to continue our commitment to Group operates, through a network of CSR representatives in respect and implement the 10 principles of the Global Compact. order to capitalise on individual initiatives, and share our common This makes even more sense today as they provide responses to values. support those aff ected by the Covid-19 pandemic. More than ever, we want to drive forward our Sustainable Our corporate culture is based on core values shared by all Development approach, measure our progress, submit to various our employees. These include development of human values, evaluations, and ensure we take a critical look at ourselves, to engineering culture, and the quest for profi table and sustainable continually improve our practices with complete transparency. growth. In 2019 ALTEN once again demonstrated its commitment and the success of its advances in sustainable development I am confi dent that ALTEN Group employees will take an active by maintaining its ‘Advanced’ status for its Communication on part in this process. Progress (COP). We were able to continue deploying our CSR policy in 2019 with particular attention paid to recruitment, staff Simon AZOULAY, retention and training of talents. Our CSR approach has been ALTEN Group Chairman and CEO awarded Gold level with a rating of 80/100 from EcoVadis for our voluntary evaluation strategy, initiated 10 years ago.

Beyond the decarbonisation methods we implement for our customers, we are also making progress in-house to reduce our environmental footprint. 11% of the Group’s R&D activity is devoted to sustainable development and particularly to reducing our carbon footprint. Since 2012 ALTEN has been answering the CDP questionnaire and maintained its rating of A- in 2019, in recognition of its eff orts to fi ght climate change. In late 2019, Non-fi nancial performance statement excerpted from the Universal Registration Document 2019 of the ALTEN Group 4 NON-FINANCIAL PERFORMANCE STATEMENT LETTER FROM THE CHAIRMAN

In line with Articles L. 225-102-1 and R. 225-104 of the French Commercial Code, the ALTEN Group reviewed its main non-financial risks based on analysis of their existing materiality and relevance, as well as the severity of the challenges linked to financial risk analysis.

LETTER FROM THE CHAIRMAN

“Our corporate culture is based on core A key player in sustainable innovation, through the support given to values shared by all of our employees, our customers, employees and students in developing sustainable namely the development of human innovative solutions. capital, engineering culture and the As a responsible partner, the Group is uncompromising on quest for sustainable growth. fundamental issues related to information security, business ethics The ALTEN Group’s Sustainable or respect for the environment. ALTEN is committed to maximising Development approach began with the customer satisfaction and contributing to key societal initiatives signing of the United Nations Global wherever the Group is established.” Compact, and focuses on three major challenges: A career-accelerating employer, by attracting, retaining and promoting talent, skills development, career and mobility Simon AZOULAY, management, security and the personal development of our Chairman and Chief Executive Officer ALTEN employees, along with the development of social dialogue.

THE GROUP’S VALUES

ALTEN brings together human values, sustainable development Sustainable growth and engineering culture in the service of performance to satisfy Thanks to the quality of its senior management, its teams and its its stakeholders. The Group’s corporate culture is based on key rigorous management methods, ALTEN is financially secure and true values shared by all its employees. to its commitments.

Engineering culture Human capital development ALTEN’s teams cultivate this same feeling of belonging to a Cultivating talents, enabling individual development, developing technological environment based on creativity, innovation and expertise and providing a springboard for the future are among the trouble-shooting. Group’s core commitments.

98 ALTEN - Universal registration document 2019 NON-FINANCIAL PERFORMANCE STATEMENT 4 ORIGIN OF THE GROUP’S COMMITMENTS

ORIGIN OF THE GROUP’S COMMITMENTS

2001

• ISO 9 001 certification obtained 2010

• The 10 principles of the United Nations Global Compact are signed 2011

• Distribution of the Sustainable Development Charter and the first Code of Ethics 2012

• Distribution of the Responsible Purchasing Charter • First awarded TOP Employer© label in France

2013

• ISO 14 001 certification obtained • Achievement of «Gold» status in the EcoVadis assessment 2014

• «Advanced Level» awarded by the Global Compact 2015

• ISO 9001 certification obtained 2016

• ISO 27 001 certification obtained 2017

• Creation of ALTEN Solidaire 2018

• A- score received with CDP, ALTEN’s CMMI level 3 certification enewedr 2019

• Syntec-Ingénierie Climate Charter for Engineers signed

ALTEN - Universal registration document 2019 99 4 NON-FINANCIAL PERFORMANCE STATEMENT CSR GOVERNANCE AND STRATEGY

4.1 CSR GOVERNANCE AND STRATEGY

4.1.1 CSR GOVERNANCE

The Group’s international growth and increasingly strict global Commission was established within the Executive Committee to consolidation requirements led ALTEN to rethink its CSR validate proposals from the Quality-CSR Group Steering Committee, governance within the Group. those from the Ethics and Compliance Committee, and to track the implementation of Compliance projects in the Group. CSR governance was strengthened to support deployment of the approach across all Group companies. A CSR and Compliance

CHAIRMAN AND CEO – ALTEN Simon AZOULAY

CSR and Compliance Commission of the Executive Committee CHAIRMAN AND CEO - ALTEN Chief Operating Officers and Deputy Chief Executive Officers Purpose: • Define the strategic direction, • Disseminate the culture across organisations, • Monitor the indicators and activity of the committees Annual meeting

QCSR Steering Committee Compliance Division Ethics & Compliance Committee

HRD Quality Manager Compliance Manager Legal Manager CSR Manager Data Protection Manager HRD Group QCSR Correspondents Compliance Manager

Purpose: Purpose: Purpose: • Provide long-term vision on QCSR matters, • Work together to build Group demand, • Analyse ethical risks, • Ensure a good fit between CSR • Map operational risks, • Ensure that alerts are acknowledged and commitments and risk mapping, • Monitor the deployment of the approach in processed, • Ensure that stakeholder expectations are the various entities, • Set up and monitor indicators taken into account, • Set up and monitor indicators, • Manage the deployment of the QCSR • Organise and train the ambassador network strategy

Half-yearly Monthly Quarterly

The CSR team manages the CSR approach across the Group thanks l run the CSR correspondents’ network; to a network of correspondents within subsidiaries. It reports to the l promote the CSR approach with management of business lines; Quality and Performance Department. Its role is as follows: l respond to non-financial assessments; l determine, run and update the Group’s CSR strategy; l ensure the efficiency of the stakeholder listening process; l assist subsidiaries with the local adaptation of the materiality and l carry out CSR watch. conduct of CSR projects;

100 ALTEN - Universal registration document 2019 NON-FINANCIAL PERFORMANCE STATEMENT 4 CSR GOVERNANCE AND STRATEGY

4.1.2 PRIORITISATION OF CHALLENGES

A Sustainable Development strategy is only relevant and achieve its strategic objectives or match best practice in its sector, effective if it respects the core values of the Group and is alter the behaviour of stakeholders, or shape change in the Group. consistent with the challenges and expectations of its Based primarily on industry analysis and meetings with key stakeholders. stakeholders, this analysis is set forth in the matrix below. This work has also made it possible to focus ALTEN’s sustainable growth The ALTEN Group’s materiality matrix complies with the principle of strategy around three main priorities specific to the Group: materiality defined by the guidelines of the Global Reporting Initiative (GRI). l a career-accelerating employer; Challenges are considered “material” for an entity if they can affect l a stimulator of innovation; the company’s short-term performance, determine its capacity to l a responsible partner.

Importance for stakeholders

1 A career-accelerating 3 2 employer 4 5 A stimulator of innovation 7 6 11 Very important A responsible partner 12 8 9 14 13 15 10

16 18 17 19 Important

20

Significant Impact on business Significant Important Very important

A career-accelerating employer A stimulator of innovation A responsible partner

2 Attract and retain talent 2 Develop innovative and sustainable 9 Place ethics at the core of the activities solutions for customers and society 4 Promote talent and offer sustainable 10 Commitment to long-term relationships career paths 3 Promote professions which are with partners engineering-related 5 Promote diversity 13 Maximise customer satisfaction and equal opportunity 6 Promote the development of technical 15 Support strong and meaningful societal competencies through R&D 8 Make safety in the workplace a priority initiatives 7 Promote the sharing of knowledge 11 See to the well-being of employees in the 16 Dialogue with stakeholders among stakeholders workplace 17 Develop worldwide 12 Develop the skills of every person, 19 Support talented engineers and in France and reinforce their employability 18 Ensure the security of information systems 14 Develop social dialogue 20 Minimise the environmental impact of the Group’s facilities

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4.1.3 MAPPING OF STAKEHOLDERS

ALTEN’s stakeholders interact with its social or economic sphere, its value chain, non-trading company (Civil Society) or the regions in which it is established. In order to maintain a CSR strategy that rises to the challenge, ALTEN communicates with its stakeholders:

Level 1

Staff, consultants, or in-house employees, Students and young graduates ALTEN’s true ambassadors Future employees with a high added value Interaction(s): suggestions box in France, events organisation, Interaction(s): work with universities, participation in fairs, in-house communication, satisfaction surveys sponsorship and student challenges, social media, satisfaction survey for candidates Customers Drivers of innovation research Schools and universities Interaction(s): business and technical dialogue, customer Partners to nurture careers questionnaires Interaction(s): work with universities, school/university partnerships

Level 2 Associations promoting scientific occupations Suppliers and subcontractors Revealing tomorrow’s potential Partners in success Interaction(s): participation in events promoting scientific Interaction(s): supplier meetings, ALTEN sustainable occupations development questionnaire Shareholders Staff representatives Support for development Ensuring social dialogue Interaction(s): shareholders’ meetings, regulated information, Interaction(s): staff representative bodies questionnaires, investor meetings Rating agencies The media Witnesses to ALTEN’s performance in non-financial areas Vectors of the ALTEN brand image Interaction(s): questionnaires covering non-financial Interaction(s): interview, press, social media performance

Level 3 Professional bodies Competitors Defenders of the sector’s interests Competitors that encourage others to excel Interaction(s): works, both physical and online information sites, Interaction(s): annual publications, conferences, events support tools Partner associations Public and political powers, city halls, neighbouring People upholding ALTEN’s commitment businesses Interaction(s): skills-transfer, events Generators of a sustainable local dynamic Social partners Interaction(s): conferences, articles, online platforms Guarantors of social negotiations International organisations Interaction(s): meeting with trade unions and employers’ Guides towards a more responsible approach organisations Interaction(s): conferences, events, websites of organisations

102 ALTEN - Universal registration document 2019 NON-FINANCIAL PERFORMANCE STATEMENT 4 CSR GOVERNANCE AND STRATEGY

C iv m il al Partner so re associations c l Social partners ie ia ty c o S International

organisations

Media

Employee Associations

representatives promoting

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Schools and Employees universities

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businesses

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Customers

bodies

n

i

R

a

e

h Service

g

c

providers and i

o

e subcontractors Public and n

u

l

political powers s

a

V

Level 1

Rating

Shareholders

agencies

Level 2

Competitors

E

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o c i n o Levelm 3

ALTEN - Universal registration document 2019 103 4 NON-FINANCIAL PERFORMANCE STATEMENT CSR GOVERNANCE AND STRATEGY

4.1.4 MAIN NON-FINANCIAL RISKS

The Quality and Performance Department, the Legal Department, l develop the skills of every person, and reinforce their the Communications Department and the Human Resources employability; Department, accompanied by an external consulting firm, worked l promote the sharing of knowledge among stakeholders. together to identify, prioritise and define the main non-financial risks. This work was conducted by comparing the business model, the 3/ Health and Safety in the workplace Group’s materiality matrix, and the non-financial themes outlined in Safety in the workplace is a key responsibility for ALTEN, since it Article R. 225-105 of the French Commercial Code. For each risk, helps ensure the optimum working conditions for its employees. the impact on the Group’s business and on the stakeholders was assessed. The probability of risk occurrence was also determined to To control the risk of a deterioration in working conditions, ALTEN measure the final impact of each risk. has rolled out a prevention and protection policy in terms of employee health and safety, based on regulations, standardised This stage made it possible to identify eight non-financial risks guidelines and stringent internal guidelines. The Group’s approach is associated with the challenges of the materiality matrix, so as to set out in Section 4.2.7 – “Health and Safety in the Workplace”. ensure consistency of the Group’s approach and maximise customer satisfaction. Materiality matrix challenges related to this risk: l employee safety; 1/ Talent recruitment and retention l well-being of employees in the workplace. In the context of a robust commitment, in which ALTEN’s customers are becoming increasingly demanding in terms of quality and 4/ Security of the IT systems; productivity, the Group’s success may be impacted if it becomes Information security and cybersecurity are strategic challenges that difficult to recruit and retain talent. are a focus of concern for the Group. The risks associated with a The Group conducts an active recruitment policy both in France and weakness in the information system’s security pose a threat to the internationally. This policy is supported by a retention plan enabling Group’s operations and customers. ALTEN to occupy a leading position on the job market. Employee To counter this risk, the Group has established a policy and a recruitment and retention strategy is described in Sections 4.2.3 – management system to ensure the security of the information “Attracting talent” and 4.2.4 – “Retaining talent” systems. The Group approach to ensuring the security of information Materiality matrix challenges related to this risk: systems is set out in Section 4.3.3 – “Security of the IT Systems”. l attract and retain talent; Materiality matrix challenge related to this risk: l promote talents and offer sustainable career paths; l ensure the security of information systems. l support talented engineers; l promote professions which are engineering-related; 5/ The Ethics Charter and compliance with l develop social dialogue; regulations l promote diversity and equal opportunities; ALTEN acts with integrity and ensures compliance with the laws and regulations applicable to it. 2/ Expertise and skills However, the Group may be exposed to risks associated with a breach of its Ethics Charter or regulations. The ALTEN Group has positioned itself as a catalyst for innovation alongside its customers and employees. A lack of expertise and skill ALTEN strengthened its internal procedures in terms of transparency in supporting the customers would heavily penalise the Group. and combating corruption, in accordance with the Sapin II Law. Details of all the actions implemented by the Legal Department are To tackle this risk, the skills development programme set up by set out in Section 4.3.2 – “Ethics and compliance”. ALTEN helps employees to maintain or enhance their employability. In parallel, the Innovation Department helps to develop innovative Materiality matrix challenge related to this risk: and sustainable solutions shared with customers. The Group’s l place ethics at the core of the Group’s activities. actions are described in Section 4.2.5 “Career management” and Chapter 1, Section 1.5.3 “Innovation, a driver of the Group’s 6/ Dialogue with local stakeholders growth”. In keeping with its values, the Group must contribute to the Materiality matrix challenges related to this risk: development of the regions where it is established, support solidarity l promote the development of technical knowledge through R&D; programmes and work towards innovation in the service of society. l develop innovative and sustainable solutions to serve customers A lack of attentiveness to and dialogue with stakeholders can lead to and society; a deterioration of ALTEN’s attractiveness.

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The Group has set up a skills-transfer programme in France, in Materiality matrix challenge related to this risk: which all ALTEN entities may participate, and undertakes several l commitment to long-term relationships with partners. sponsorship actions in the Group’s various entities. Details are set out in Section 4.3.6 “Solidarity in the regions” 8/ Climate change Materiality matrix challenges related to this risk: As a leading Engineering and Technology Consulting company, a l dialogue with local stakeholders; failure to adapt its activity to the consequences of climate change l develop worldwide and maintain growth in France; represents a risk to the Group’s success. ALTEN must control and l support strong and meaningful societal initiatives. reduce its business’s long-term contribution to climate change. The Group has developed an environmental management system 7/ Human rights and environmental damage that is incorporated into the quality management system. Based on involving suppliers and subcontractors its A- rating with CDP, the Group considers that the combat against climate change is also a source of opportunity for its business. The The Group must be attentive to the activities of its suppliers and Group’s policy and emissions reduction plan are set out in subcontractors, and must be involved in the sustainable Section 4.4 – “Reducing the Group's environmental footprint”. development of its partners. The risk for ALTEN would be the use of suppliers or subcontractors who do not have the same high CSR Materiality matrix challenge related to this risk: standards. l minimising the environmental impact of the Group’s facilities. The Group has implemented a responsible purchasing approach, in line with its duty of care plan. The Group’s approach is set out in Section 4.3.4.2 – “Responsible purchasing”.

4.1.5 RATINGS – AWARDS

The ALTEN Group’s commitment and non-financial performance are certification since 2007, bearing witness to the efforts made and regularly recognised by certifications, labels, and ratings: successes achieved thanks to ALTEN’s Health & Safety management system. These certifications demonstrate a will to l Top Employer©: for the eigth consecutive year, ALTEN France adopt a continuous improvement approach in the Health, Safety was named Top Employer© France 2019, awarded by the Top and Environment (HSE) fields. Note also: ALTEN Spain is Employers Institute, which recognises companies for their HR ISO 45001-certified. policy and, in this instance, the human investments made by the Group to become an employer of reference. ALTEN Spain, l Global Compact: a signatory of the United Nations Global ALTEN Italia, ALTEN GmbH and MI-GSO were also certified Top Compact since 2010, the Group yet again demonstrated in 2019 Employer© 2019. the success of its sustainability commitments and initiatives by the renewal of its Communication on Progress (COP) at the l EcoVadis rating: after 10 years of voluntary assessment, in Advanced Level. 2019, the ALTEN Group once again assessed the responsibility of its practices, using the EcoVadis platform. The Group’s l CDP: in 2019, the Group was once again awarded an A- rating Sustainable Development approach was rated 80/100, a in recognition of its leadership on the topic of climate. two-point increase on the previous year. l Universum: ALTEN rose in the 2019 rankings of the most l Management system certifications: international standards are attractive employers according to students from the leading strategic tools and guidelines; incorporating the requirements of engineering schools. these standards into the company management system ensures l Gaïa: in 2019, for the fifth year running, ALTEN took part in the their optimum effectiveness. ALTEN and its subsidiaries are Gaïa Rating project. Thanks to its environmental efforts, its social mostly ISO 9001 and EN 9100 certified (aeronautics sector) for commitment and its governance, ALTEN gained 10 points and their quality management system, and ISO 14001 certified for was ranked 25th out of the 230 companies assessed, with a their environmental performance management. rating of 80/100. ALTEN France is ISO 27001-certified (information security l CMMI: the CMMI-SVC® (Capability Maturity Model and management) since 2012. Note: ALTEN India, APTECH, Integration – Services) assessment strengthens ALTEN’s position HUBSAN, ALTEN Spain and ALTEN GmbH in Germany are also as a world leader in the implementation of complex projects, certified. supported by leading-edge expertise and the establishment of l Health & Safety Certifications: ALTEN has had MASE (manual development processes. In 2019, ALTEN achieved Level 3, for the improvement of company safety) certification since 2008 which is the highest level of maturity reached in France, all and CEFRI (certification for working in radioactive sites) sectors combined.

ALTEN - Universal registration document 2019 105 4 NON-FINANCIAL PERFORMANCE STATEMENT A CAREER-ACCELERATING EMPLOYER

4.2 A CAREER-ACCELERATING EMPLOYER

4.2.1 CHALLENGES AND PRIORITIES

ALTEN has set up a dynamic policy of human capital management l career management and training; to rise to the challenges of the materiality matrix. This policy is rolled l promoting diversity; out on the following priority areas: l employee health and safety; l talent recruitment and retention; l well-being in the workplace.

4.2.2 ALTEN EMPLOYEES

As of 31 December 2018, the total headcount of the ALTEN Group in the CSR scope stood at 28,347 employees, a 7.2% increase on 2018 at constant scope. The majority of countries within the CSR scope saw their headcount increase in 2019:

Number of women Number of men in the headcount Total 2019 Total 2018 in the headcount France 3,888 9,612 13,500 13,001 Germany 602 2,059 2,661 2,390 Belgium 209 554 763 776 Spain 535 1,397 1,932 1,911 Italy 435 1,207 1,642 1,381 Sweden 415 1,232 1,647 1,729

India 424 1,775 2,199 1,553 The Netherlands 168 797 965 882 China1 - - - 665 USA 52 98 150 133 UK 148 941 1,089 739 Morocco 403 408 811 555 Portugal 47 68 115 106 Finland 117 396 513 489 Switzerland2 66 206 272 - Qatar3 4 84 88 - TOTAL 27% 73% 28,347 26,310

1ALTEN China is not counted in reports (see Section 4.5.1 «Note on methodology») 2ALTEN Switzerland has been included in the scope since 2019 3ANOTECH Energy Doha has been included in the scope since 2019

In France, the average age of employees is 32. Average age, Group-wide, breaks down as follows:

Number of employees over Number of employees aged Number of employees aged Number of employees under 45 years old between 35 and 44 years old between 25 and 34 years old 25 years old Headcount at 31/12/2019 10% 19% 61% 10%

85% of the Group’s headcount is composed of engineers: 96% of employees within the CSR scope have permanent contracts: l Percentage of employees who are Consultant Engineers 85% l Percentage of permanent employees 96% l Percentage of employees who are Business Managers 6% l Percentage of temporary employees 2% l Percentage of employees who are Support Staff 9% l Percentage of employees on apprenticeship and vocational training contracts 2%

106 ALTEN - Universal registration document 2019 NON-FINANCIAL PERFORMANCE STATEMENT 4 A CAREER-ACCELERATING EMPLOYER

4.2.3 ATTRACTING TALENT

The Group’s active recruitment policy makes ALTEN a key player in ALTEN is keen to build on its long-term relationships with partner the engineering job market in Europe. schools, to provide opportunities to find out about the engineering professions and to raise the Group’s profile via the Top In 2019, net job creation across the CSR scope amounted to Ambassadors Programme which involves school visits from ALTEN 2,636 jobs created. In France and Group-wide, recruitment was employees. As true ambassadors of the Group, an increasing primarily for permanent staff: number of ALTEN’s engineers and managers visit their old universities to give lessons, tutorials, conferences and skills-transfer BREAKDOWN OF HIRES BY TYPE OF CONTRACT: sessions. As a premium partner of the National Confederation of Breakdown of hires by type of contract: Junior-Enterprises (CNJE) since 2011, ALTEN communicates with 180 business schools, engineering schools and universities. ALTEN’s commitment is reflected in its teams’ attendance at all 100 94% CNJE meetings, and in its participation in Award of Excellence, Best 85% Engineering Study Award, Business Development Challenge Award juries. 80 ALTEN goes even further by establishing partnerships with some France 25 junior-enterprises, which the Group supports in their 60 development via training courses on the following subjects: Group l business development; 40 l response to a call for tenders; 20 l personal branding; 8% 7% l recruitment; 3% 3% 0 l project management; Employees Employees Hires on l creating a communications strategy; recruited on recruited on apprenticeship or l permanent fixed-term vocational training negotiating. contracts contracts contracts In 2019, over 1,000 students attended these courses.

1/ Tools and events The recruitment trend is underpinned by a stringent skills analysis In order to attract new talent, ALTEN develops several initiatives process to identify and recruit high-level profiles. The Group’s teams involving its employees: of engineers work on the largest technological projects in the following sectors: Aeronautics, Space, Defence, Naval, Rail, Cooptation Automotive, Energy & Life Sciences, Telecoms & Media, Finance & An internal referral system encourages and rewards the sponsoring Services. For this reason, the Group attaches great importance to its of applications by employees. In 2019, there were 511 people hired experts’ technical expertise, knowledge of business sectors, and in France thanks to referrals. know-how, so that they can adapt to rapidly changing environments. l to support its ambitious recruitment policy in France, ALTEN Recruitment events works closely with the student sphere in order to attract the best l Connect’ by ALTEN: after 10 years, in 2019, the traditional talent; “JobTour” became “Connect’ by ALTEN”. This involves l internationally, a recruitment team supports the Group’s growth networking evenings in convivial surroundings to connect outside France, where ALTEN generates 57.6% of its revenue. engineers (young or experienced graduates) with ALTEN To identify potential candidates as early as possible, ALTEN meets consultants, business managers and recruiters. In 2019, over future graduates on a number of occasions: the Group is present at 200 candidates attended 11 events across France. The a large number of specialist recruitment fairs and forums. These candidates were able to make the most of the range of expertise events are an opportunity for students and graduates to meet on offer from Group employees whilst discovering the ALTEN recruiters, to discover career opportunities and moreover to benefit experience. from a wealth of recruitment advice from professionals. In 2019, l Meet’ups ALTEN Abroad: in France, ALTEN’s International ALTEN participated in 106 fairs and forums in France and in Europe. Recruitment Department held 5 recruitment after-works for all ALTEN France is in partnership with nearly 20 engineering schools engineers interested in going international with their career. It is where it organises regular ALTEN Campus events: Talks and an opportunity for candidates to interact with representatives Engineering Cafés (technical and business conferences), Thinking from country subsidiaries, and to find out about the Group’s Labs (student hackathons), or even HR workshops (job interview role international business lines. plays, CV workshops, etc.).

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l Talent Day @Le Bourget: ALTEN attended the 53rd Paris Air region. ALTEN Netherlands supports universities and student Show in Le Bourget. The ALTEN Chalet opened its doors to associations via sponsorship, course participation and organising 116 candidates, partner students and Junior Entrepreneurs. The events such as “ALTEN Playground” and the “Technical programme for the day included: a conference on the Group’s Pubquiz”, with the aim of exchanging ideas on scientific and Aerospace/Defence issues, presentation of the LEOFLY technological issues. association’s Smart Wing project, networking sessions, as well l ALTEN Delivery Center Maroc supports employability with its as the chance to attend the Air Show. ALTEN BOOST, retraining programme to promote career guidance and professional development and to equip young ALTEN Campus, supporting student initiatives people with the skills needed for successful, long-term integration l Calls for projects and student sponsoring: ALTEN launches in the labour market. calls for non-profit projects which enable business or engineering l ALTEN GmbH and ALTEN Technology GmbH support target school students to see their charitable, technological, business universities and go on to build very privileged relationships with and/or sporting projects obtain sponsorship. Financial support is some of these universities. A number of events such as on offer, but above all, long-term human support, with access to recruitment parties, interviews, presentations, workshops and ALTEN’s technical and business expertise, as well as a spotlight other activities have been organised through these exchanges. on the most talented projects. In 2019, ALTEN sponsored ALTEN GmbH also created a Mechatronic System Master Solidari’Terre EM Lyon and its humanitarian project in Argentina, programme with the university of Munich. Hidr’O IPSA and its project to combat water shortages, LeoFly, EPSA Centrale Lyon and the BDE of CentraleSupélec. 2/ An attractive employer on social media l Battle Dev: in 2019 ALTEN sponsored the 13th Battle Dev Edition, the first national online programming competition in Keen to promote projection within the Group, ALTEN is making itself France, organised by the Blog du Modérateur, with over increasingly visible on social media: highlighting initiatives, sharing 3,500 participants. As part of the competition, ALTEN organised and relaying information, exchanges, profiles and interviews with various Campus events which brought together no fewer than consulting engineers, etc. ALTEN has active LinkedIn, Twitter, 150 students (ESIEA Laval, IN’TECH/ESIEA Paris, ECE, UTT and Facebook, Instagram, Youtube and Glassdoor accounts. The EPF Sceaux). number of the Group’s LinkedIn subscribers continued to grow, reaching 193,000 subscribers in December 2019. 34% of ALTEN’s l Nuit de l’Info: in partnership with Nuit de l’Info for the fourth year employees were recruited via social media in 2019. running, ALTEN was present at the Strasbourg, Bordeaux, Lille, Vitrolles and Sophia Antipolis sites for this national competition In 2019, ALTEN moved up the Potential Park France “Online Talent which brings together students, teachers and companies to work Communication” rankings to reach 10th place (13th in 2018), on developing a web 2.0 application in just one night. At the recognising the investment made, and projects launched, to improve same time, ALTEN also proposed the innovative tech challenge its digital recruitment strategy. The Potential Park ranking comes “Anime ta danse de la victoire”, with prizes for winners. from a survey of over 350 criteria on digital recruitment strategies conducted by companies with 7,000 students and recent graduates eSports from business schools, engineering schools and universities. ALTEN As a key player in engineering innovation and recruitment, in 2019, stood out, in particular, as the only engineering company in the TOP ALTEN chose to work towards its target via the prism of eSports, by 5 in the “Social Media” category, which recognises companies’ creating different content (campaigns, events, competitions, etc.). In performance on the main social media. 2019, ALTEN took part in the Stepstone Digital Challenge: a student competition with around 1,500 entrants. In 2019, ALTEN also 3/ ALTEN is committed to promoting the organised a special referral evening at the premises of its partner, engineering professions among young people Gamers Origin. 60 participants were able to meet the team’s gamers and to take up the challenge of various eSports games. As a key player on the engineering job market, and in the professional integration of young people, ALTEN works on a daily International initiatives basis to support the engineering profession and to promote scientific and technical professions, from junior high onwards. l ALTEN Finland organises specific events focusing on recruitment and oversight of end-of-study work with students. An ALTEN, partner of the "Olympiades des Sciences de ALTEN employee also delivers a computer-assisted design l’Ingénieur" course to a degree-level class. Launched by the UPSTI, the French Union of professors of science l ALTEN Sverige was ranked in the top 100 employers in Sweden and industrial techniques, the "Olympiades des Sciences de by the Career Company quality label, for offering the best career l’Ingénieur" (Engineering Sciences Olympics) have become the development opportunities as a result of having a successful largest science and technology competition in France, with over employer brand. 5,000 high school students. For the fifth year running, ALTEN l ALTEN Netherlands, ALTEN Sverige, ALTEN Italia and presented its Engineering Award with the aim of promoting ALTEN Portugal are highly proactive and build privileged Engineering Science among young people, creating vocations for partnerships with lots of universities throughout the national engineers and technicians, and developing a spirit of innovation.

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“Je filme le métier qui me plaît”: engineers in the expertise, the film highlights the sometimes barely decipherable spotlight jargon used by digital and cybersecurity specialists. For the second year running, ALTEN was a partner in the “Je filme le ALTEN is also deeply committed to feminisation in the scientific and métier qui me plait” competition, sponsoring the “Engineers in the technical professions, spearheading several actions to raise spotlight” category and selecting the film made by the team from the awareness of these courses among young women. ALTEN’s Emile Zola college as the winner in this category from over fifty commitments to feminisation in the scientific profession are videos submitted by pupils and students. Combining humour and described in Section 4.2.6 – “Promoting diversity”.

4.2.4 BUILDING LOYALTY AMONG TALENTS

1/ Ensuring employee satisfaction l the role of Engineer Trainer at the ALTEN Technology Institute (ATI), is specifically designed for all engineers wishing to get The Group wishes to retain its talents and build their loyalty to involved in training. The ATI was launched in 2019 with the help support the Group’s growth. For this purpose, since 2018, ALTEN of engineers responsible for producing educational content and has operated a loyalty plan in France aimed at: for delivering in-house training. l reinforcing the quality of management: monitoring and managing In further efforts to reinforce links with consultant-engineers, the careers of consultants-engineers are at the heart of the technical conferences have been organised in ALTEN offices. This training programme for business managers. All business initiative, known as Talent’Camp, focuses on employees who are managers have followed this new training programme since experts in their field and invites customers to come and share in their 2018; know-how. This year, the following topics were presented: l improving the satisfaction of consultants: a monthly survey digitisation of customer relations, telecoms operators take back system was introduced. This survey tackles issues such as the market share, the DevOps environment, aerospace and quality of their relationship with ALTEN, interest in their work and cybersecurity. It should be noted that for the very first time, all the quality of their working environment. The results of the sessions were shared, live and on catch-up, via the company’s surveys are then forwarded to the department managers in order social network, Yammer. to monitor the satisfaction of the teams. Lastly, ALTEN’s Yammer social network, created in early 2018 in In order to better meet the expectations of the teams of France, currently brings together over 10,000 members consultant-engineers, ALTEN events are organised on customer Europe-wide. The Group’s employees communicated with one sites. During these “MeetUs” events, the support, business and another via over 150 technical and leisure communities. The technical teams meet with the consultants to answer their questions objective for 2020 and for the next few years will be to develop and talk with them. 30 MeetUs events were held on customers’ activities and content for these communities. premises in 2019. The roll-out of this initiative will continue in 2020 l "Our employees have talent": with the creation of its internal with increasing number of customers being involved in the process. sponsorship platform in 2018, ALTEN has sponsored its The employee onboarding and tracking processes have also been employees’ sporting, artistic, cultural, community and reinforced. All consultants are invited to a half-day induction event technological initiatives. 20 projects were sponsored in 2019. organised during the first month after joining the company. These l ALTEN Awards: the Group is committed to showcasing talented half-days are led by teams of managers and they aim to help new employees, in particular, through the fourth ALTEN Awards which hires discover the ALTEN Group and meet their new colleagues. 90 took place in 2019. The ALTEN Awards, through 9 categories, morning sessions were organised in 2019 in France, forty or so of provide recognition of the involvement, commitment and which used a new formula promoting employee dialogue and outstanding performance of the Group’s consultant-engineers: participation. l ALTEN Award for a Project Manager of a Structured Project, The consultant onboarding path has been reshaped: a five-stage l ALTEN Award for Innovation, online process enables each consultant and his/her manager to have regular meetings during the course of the first year. l ALTEN Award for Contribution to Corporate Development, l ALTEN also provides its engineers with the opportunity to play an ALTEN Award for Mobility, active role in the process of dialogue with the consultant teams and l ALTEN Award for Most Promising Start, students via the following functions: l ALTEN Award for Sustainable Development, l the role of Site Leader, is assigned to a consultant tasked with l ALTEN Award for Site Leader of the Year, ensuring team cohesion between consultant-engineers working l ALTEN Award for a Digital Project, on the same customer site; l ALTEN Special Award by the Jury. l the role of Campus Manager Engineer is assigned to an Among more than 200 applications, the winners were announced engineer in charge of representing his/her university. This during a prize-giving ceremony in the presence of Simon Azoulay, programme was rebooted in 2019 to involve Campus Engineer Chairman and Chief Executive Officer of the ALTEN Group. Managers both in building relationships with schools and supporting Alumni; Similarly, every year ALTEN India awards prizes to employees having demonstrated high performance, creativity and innovation.

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2/ Social dialogue For ALTEN France, 60 Health and Safety Committee meetings were held in 2019. With a view to forging constructive links and creating value, ALTEN maintains regular social dialogue with the social partners to favour the company performance and employee 3/ Compensation protection. The ALTEN Group compensation policy combines competitiveness and equality to attract and motivate talents.

4.2.5 CAREER MANAGEMENT, INTERNAL MOBILITY AND TRAINING

1/ Career management skills acquired, aspirations and prospects for development within the Group. ALTEN offers a dynamic human resources policy firmly focused on the diversity of career paths and skills development. Internal This dynamism and the implementation of all these measures have organisation is specifically tailored to meet the expectations of made it possible to find an internal solution for one vacancy out of consultant-engineers, business managers and support functions. every four in 2019. With respect to consultant-engineers, career management is In total, in 2019, 87% of employees in France had an annual driven by internal processes defined by the Career Development appraisal, as did 75% of the Group headcount. Department (DCI) and rolled out by the business managers. Annual International initiatives appraisals identify skills learned, those to be developed and training requirements so that development plans can be drawn up. l ALTEN GmbH has a bespoke coaching and assessment programme to support managers and consultants at every stage The Specialists programme was created in 2019 and will be rolled of their career and help them to progress. out in 2020 on a gradual basis, primarily in order to capitalise on, and promote engineers’ expertise. l ALTEN Belgium is setting up committees to discuss promoting careers as consultants. Operations managers and Technical and “ALTEN Awards” or “Our employees have talent” complement this Talent Development Department representatives conduct an skills promotion initiative. objective and fair review of all eligible consultants’ performance, With respect to business managers, half-yearly Career Committee commitment and interactions with internal teams. meetings bring together Operations Managers and are the time for l ALTEN Netherlands and ALTEN Belgium encourage reviewing business managers’ performance. Sales, recruitment and mentoring. development results, compliance with process and the quality of l ALTEN Italia designed the “ME/WE project” which consists of monitoring are reviewed to decide on hierarchical changes and recognising employees who have worked at ALTEN for at least functional and geographical mobility. Furthermore, every year, the 10 years. annual assessments of the Business Managers provide the opportunity to review the previous year with their line managers and decide on action plans needed to achieve goals. Lastly, the 2/ Internal mobility AMPLIFY training paths are designed for Business Managers to In 2019, ALTEN launched the MyMOBILITY platform to reinforce acquire essential skills and expertise. Throughout their career, internal mobility. It enables employees to have access to the Group’s individual support, assessment procedures, classroom-based different vacancies, be able to apply or even to receive alerts to be learning or e-learning modules reinforce what they learn in-the-field, informed of a position related to their ambitions becomes available. with operational performance as the goal. One of the main challenges involved in internal mobility is enabling In both France and Germany, an “integration passport” provides new employees to broaden their skills set, discover a new role and be managers with the benefit of support from an experienced manager trained for it. It is synonymous with a new career boost. Mobility and supervision in certain key assignments (sales prospecting, enables employees to expand their networks within the company, recruitment interviews, preparation of technical meetings, etc.) with Departments increasingly working in synergy. It also contributes With respect to support functions, the Career Management Service to the company’s performance and development and enables introduced a number of different evaluation processes several years gateways to be created between Departments and services. ago: In 2019, in France, 587 people completed a move, totalling 639 l annual and professional appraisals; Group-wide. l personnel reviews and career committees; At ALTEN there are three different kinds of mobility: vertical, horizontal or geographical. Depending on the opportunities on offer, l management follow-ups: meetings are organised on a regular employees can acquire job skills and become a leader in their field or basis with directors and managers to define and follow up on can move towards management. To support its national and development action plans; international development, the ALTEN Group offers a wide range of l career development meetings: career management service staff geographical mobility opportunities in France, abroad and in its meet employees to focus on their professional development, numerous subsidiaries.

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In 2019, MYTEAM, a new HR tracker, was made available to New training pathways for support function managers – managers. This tool enables them to monitor key indicators for March 2020 employees and their teams. Directors worked on re-designing the Management Pathway. The main objective is to support the company’s growth by upskilling 3/ Professional training managers. ALTEN is a player in a society that is constantly changing. The 2 training pathways totalling more than 30 days training are offered Group’s training policy takes into account these changes and to managers according to their level of experience. prepares for tomorrow’s challenges, with the main objective of Important innovations, beyond the desire for certification, are adapting the skills of its employees to the needs of the market and tailor-made training courses, 100% blended learning supporting employees in their professional projects. (classroom-based and distance learning), 20% of which are Each Group population has its own specific training department: delivered in-house. AMPLIFY for business managers, the ALTEN Technology Institute New induction pathways (ATI) for engineers, PROJECTION for Technical Departments and ALTRAINING for support functions. The Training and Jobs teams created, or redesigned, a number of induction pathways in 2019: Information is consolidated by the Group Training Department, in order to centralise it and harness its value creation potential. l For new arrivals – March 2020 This pathway aims to raise employees’ awareness of their AMPLIFY environment and the company’s safety regulations. It has been ALTEN has an in-house university dedicated to the development of modernised to offer students a better experience. the skills of its business managers. Accessible both in France and l For recruiters from the Department for the Recruitment of abroad, AMPLIFY programmes support business managers Engineers – March 2020 throughout their career in the Group. AMPLIFY courses are run by This pathway aims to train new recruiters in ALTEN’s recruitment around 140 in-house instructors, who are themselves Operations tools and techniques. Lasting for 5 weeks, it comprises e-learning Managers with ALTEN and courses are delivered in English, French programmes, manager/student training and a group training session. and German. They combine group classes based on practical cases, digital learning, tutoring and in-house certifications that make l For Sales Administrator teams it possible to validate experiential learning. A total of three This pathway aims to facilitate and optimise the process of taking up programmes are offered, with nearly 17 days of group learning, a new role by standardising job practices. The first 2 skills blocks will 10 days of individual learning and two digital courses which enable be accessible from February 2020. all business managers to acquire the skills and know-how that are In France and abroad, 514,242 hours of training were delivered on essential to the operational performance of their job. the CSR scope and 15,603 employees trained, representing 55% of ATI the headcount. In 2019, ALTEN launched the ALTEN Technology Institute to offer l In 2019, in France, over 181,580 training hours were provided. internal training specifically for consultants, tailored to the different 42% of employees followed at least one training course: stages of their career development. Change in the number of people trained in France: These training courses will enable talented individuals to upskill to l 2016 3,596 meet customer expectations. l 2017 4,408 The first programmes to be rolled out will relate to project l 2018 5,431 management, agility, software development and testing. New topics will be added in the future. l 2019 5,685

PROJECTION Technical Department training courses are aimed at continuing to International initiatives upskill project players, to disseminate shared project management practices Group-wide and roll out internal methodologies. l ALTEN Italia created the Training & Development Department for online technical and language training courses. It organises These courses address two main focuses identified as essential for additional English classes for employees. A new technical training the success of the projects conducted by ALTEN: a technical focus plan was introduced in 2019, in line with union prerogatives. (Work Packages Management – ALTEN methodology – financial l management of a project, etc.) and a behavioural focus (customer ALTEN Portugal provides its employees with the GoFluent relations, communication, etc.). platform, an application enabling students to learn languages on an autonomous basis. ALTEN Portugal also uses the AULA ALTRAINING streaming platform, an internal platform with a vast range of training courses such as database management or even HTML5. In 2019, the support function training service focused on creating and re-designing training pathways to support teams in taking on new roles and upskilling.

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l ALTEN Belgium established the ALTEN Belgium Academy. It future development pathways. In 2019, the academy delivered aims to boost engineers’ careers through the acquisition of new over 40 categories of training across all fields (VBA, ISO 27001, skills. The training portfolio comprises training in project Scrum Master, etc.). management and management, as well as technical training l ALTEN GmbH has the same training programme as the one in courses (Devops, risk management, Life Sciences Skills France aimed at managers, known as AMPLIFY. The introduction Masterclass, etc.). of the new ALTEN Training Center (ATC) apprenticeships l ALTEN Spain, via its academy, which is a certified ISTBQ Global management system, set up for all employees, was a success. In Partner, also offers specialised training in different technologies 2019, the target of crossing the threshold of 500 active users per and tools with a high added value for customers. month was reached. ALTEN Technology GmbH is also offering l ALTEN Maroc continues to roll out its skills development policy language and management courses, in addition to the technical via the training and career management unit, focusing on the and mandatory modules required by customers. diversification of the training courses on offer and on current and

4.2.6 PROMOTING DIVERSITY

Promoting diversity has been made a focal point of the Group’s ALTEN reports on its disability initiatives on a regular basis through a Human Resources policy in order to dispel stereotypes about the number of channels: posters, brochures, interactive content role of engineers and increase the number of new hires every year. (e-learning, serious games, eBooks). In 2019, the disability page on the intranet was completely re-designed and updated. An “ALTEN & 1/ Engineering is multicultural Disability” community was also created on the company’s social network, Yammer. To supplement these tools, an internal disability Cultural diversity is a reality for the ALTEN Group. Internal mobility, unit supports employees in their efforts, answers questions and the Group’s international growth and the quality of the recruitment responds to requirements for adapted workstations. process have fostered this diversity. In France, the workforce is comprised of 95 nationalities, and more than 124 nationalities are During the European Disability Employment Week (EDEW) in represented in the Group’s overall headcount. November 2019, over 3,000 employees were informed about the existence of ALTEN’s disability policy via a cartoon telling the story of a disabled employee. The cartoon was disseminated in a number of 2/ Employment and integration of employees with weekly instalments to all ALTEN France employees via various disabilities existing communications channels. Every year, the ALTEN Group develops a disability policy, committing to initiatives that respond to the issues involved in job Recruitment retention, and creating awareness among employees about ALTEN conducted several different campaigns during 2019: disability. During the Stepstone Digital Challenge, a student eSports In 2019, in France, in addition to providing support for administrative competition partnered by ALTEN, raising awareness of disability and initiatives, ergonomic adaptation of workstations and the provision of the inclusion of disabled people, was also a key element of the ongoing advice and support via the disability unit, ALTEN challenge. Students and company employees were invited to strengthened its support for disabled employees through the change their perspective of disability via a wheelchair basketball following measures: competition, disability sports demonstrations and awareness-raising 1. annual financial support for an adaptation or an external aid and brainstorming workshops. On the ALTEN stand, students had required as a result of an employee’s disability; the chance to duel with the disability fencing champion, Gaëtan Charlot, who is sponsored by the Group. 2. annual paid leave for medical check-ups. From May to June 2019, those responsible for recruitment at ALTEN ALTEN’s Departments are also committed to prioritising the use of were in contact with thirty or so candidates with disabled worker the sheltered and protected sector for external service provisions, status (reconnaissance de la qualité de travailleur handicapé – wherever possible, continuing to seek out new partners for various, RQTH) via an online disability recruitment forum. previously identified, expense items. In Toulouse, ALTEN Sud-Ouest job advertisements specify that the Raising awareness and communications with employees company welcomes people with disabilities. ALTEN takes part in the PACTE TH project: A project that promotes disabled workers’ In 2019, immersive activities (Escape Game and Virtual Reality) were transferable skills. Together with other companies, ALTEN has used to raise the awareness of over 250 employees from the helped to create an online tool to match candidates’ skills with the Toulouse and Boulogne sites. These activities will be extended to skills sought by the company. other sites in 2020. This resource was used during “Les Rencontres de l’Haéro”, an A workshop was also held with Site Leaders to disseminate the aerospace industry disability recruitment forum, where it proved to disability policy to engineers. be effective.

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Sponsorship, patronage and partnership Sheltered sector procurement ALTEN sponsors Gaëtan Charlot, the disabled fencing champion in ALTEN works closely with sheltered sector companies by integrating France, when he takes part in a number of international them in its projects through co-contracting agreements with its main competitions. ALTEN reports, via ALTEN Recrute, on his sporting customers as well as within the framework of its purchasing. This exploits and his academic career at the National Institute of Applied approach makes it possible to support and help sheltered Sciences (INSA) engineering school. companies in business sectors by enabling them to take advantage of the Group’s know-how. ALTEN undertakes to favour the ALTEN also supports Handiplanet, a travel platform for people with protected and sheltered sector within the framework of its external reduced mobility, as well as various associations during charity runs service provision and to broaden its range of referenced suppliers or skills patronage (see 4.4.6 – “Solidarity in the regions”). from this sector. ALTEN has been a partner of the Association called ASIPPH (Schooling and Professional Integration of People with Disabilities) International initiatives since 2014. The association facilitates training for disabled people so l ALTEN Italia took part in the “Inclusive Mindset” programme, that they can join the workforce. Within the framework of this which focuses on the inclusion of disabled people, and contacts partnership, ALTEN has undertaken to contribute towards funding employment centres in all regions on a yearly basis to draw up a training for young disabled people. disabled worker recruitment plan. Training l ALTEN Technology GmbH set up a committee tasked with representing the company’s disabled personnel. A personnel administration team, with members from across all ALTEN France sites, has been trained in ALTEN’s disability policy and in the best practices to be adopted to tackle the issues of disability with employees.

Focus ALTEN Spain in partnership with the Addecco Foundation 2019 Events: In Spain, ALTEN remains very committed to the employment of Ability School Day disabled people, as its long-standing partnership with the Adecco In 2019, ALTEN Spain conducted a dozen or so initiatives in foundation attests. different primary schools with the aim of normalising diversity and Examples of projects developed by ALTEN Spain in the framework disability in the school environment. of this partnership: Video interview on talent and diversity Disability-friendly sports clubs Jose Gomez, ALTEN’s Human Resources Business Partner Since 2010, ALTEN Spain has continued to support disabled (HRBP) Director for Southern Europe, was interviewed by Pablo children through the assistance programme for disability-friendly Pineda, a diversity consultant from the Adecco Foundation, about sports clubs. The project is aimed at social inclusion and an talent and diversity within the company. improved quality of life for children. Sporting events “Proyecto Unidos” ALTEN Spain employees were invited to take part in the In partnership with fifteen or so Spanish universities and forty or so “Integracup” event, an inclusive football tournament aiming to businesses, ALTEN Spain and the Adecco Foundation have been develop disabled workers’ skills, communication, concentration part of the “Proyecto Unidos” project since 2013. With this and ability to work within a team. programme, firms support and guide disabled students throughout International Day of People with Disabilities their schooling so that they may acquire the skills and aptitudes they need to further their careers and their advancement in the To mark the International Day of People with Disabilities, ALTEN business world. Spain supported a campaign known as “le filtre de l’emploi”, featuring Ana, a young actress with Down Syndrome, demonstrating the importance of creating companies that support diversity. The “#TalentoSinEtiquetas” manifesto During 2019, the Diversity Manifesto was distributed in all ALTEN Spain offices and premises.

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3/ Engineering has no age limits All of these measures have ensured that the proportion of women in the Group’s headcount in France has been steadily increasing: While the average age of ALTEN employees is relatively low (age 32 in France for those on permanent contracts), the expertise of more experienced employees has helped to capitalise on key knowledge and CHANGE IN THE NUMBER OF WOMEN IN THE FRANCE skills for the Group. The Group has a dedicated process for managing HEADCOUNT their career paths, comprising a “second half of career” interview and l 2014 24% special access to training. At the same time, ALTEN ensures that their expertise is passed on to the Group’s young graduates, interns and l 2015 24.1% those on work-study placements. l 2016 25.9% The Group takes on many young people through internships, l 2017 27% apprenticeships or work-study schemes, mostly in the support l function areas that are better suited to this type of contract. Each 2018 28.5% young person is supervised by an ALTEN tutor, responsible for l 2019 29% helping the new employee settle in and his or her satisfactory performance. The tutor passes on his or her knowledge to the student, ensuring that they gradually acquire new skills in accordance 2019 gender equality index with the training programme and their future profession. The integration of work-study students gives ALTEN an opportunity to Since 1 March 2019, French companies with over train employees in its business lines and to identify those with the 1,000 employees must measure five indicators and published greatest potential for future recruitment. their overall score in accordance with the method used to calculate the gender equality index. 4/ Promoting engineering to women ALTEN SA obtained a rating of 94/100. Female high school students, trainees, apprentices, employees, etc. ALTEN Information Systems and Networks obtained a rating of Throughout their careers, ALTEN sends a strong message to 89/100. women that engineering careers are not reserved for men. ALTEN SUD OUEST obtained a rating of 79/100. As a key player in the engineering job market, and in the professional ALTEN TECHNOLOGIES obtained a rating of 79/100. integration of young people, ALTEN is keen to raise awareness among young people and to encourage women to choose technical and scientific paths. The partnerships the Group has forged with Elles Bougent associations such as “Elles Bougent” represent an opportunity to be able to guide female students in their career choices, to be present Too few young women choose to train in scientific or engineering as far upstream as possible, in secondary schools and sixth-form subjects and they are still under-represented in engineering colleges. professions. Partner of the “Elles Bougent” association since 2009, ALTEN is committed to encouraging young women to choose Situation within the Group engineering as a career and consequently seeks to increase the number of female engineers recruited. Internally, ALTEN promotes gender equality and is keen to retain its female workers. Through the presentations made by female sponsors who are passionate about their professions, the “Elles Bougent” association An equal number of men and women sit on the ALTEN Board of informs secondary school pupils and university students about the Directors(1). very large number of career opportunities open to engineering The scope of ALTEN’s gender equality action plan covers a number graduates. Over 80 ALTEN sponsors, managers and consulting of issues such as recruitment, compensation, career progression, engineers, took part in the events organised by the association work/life balance, etc. ALTEN wants to use this action plan to fight throughout the year in order to share the passion for their profession inequality and highlight the importance of having a gender mix within with young women: visiting trade fairs (Paris Air Show at Le Bourget, the company. Viva Technology, etc.), guest speakers in educational ALTEN Sverige has also formed an internal network with a view to establishments, and special events organised by “Elles Bougent” building a community of women: Women@ALTEN. They meet on a (“Challenge Innovatech”, “Elles innovent pour le numérique”, etc.). regular basis and organise events (conferences, meet-ups, after-works, sports activities, etc.) throughout the year. The aim is to Trophées des Femmes de l’Industrie (Women in Industry Awards) reinforce the position of women in the world of industry and technology. ALTEN, a partner of the "Trophées des Femmes de l’Industrie" (Women in Industry Awards) has, for the eigth year running, In 2019, MI-GSO lent its support to the “Liberté aux Joueuses” presented the “Women In Projects” award. This was a great association during the Women’s Football World Cup in France, with opportunity for the Group to remind attendees of its historic the aim of promoting gender equality at all levels, at work, in sport commitment to the engineering professions, and its commitment to and in daily life. The gender equality agreement initiated in 2011 by promoting the place of women in engineering MI-GSO, was also updated in 2019.

(1) Not counting the Director representing employees.

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Tales of Women Engineers Portfolio about these jobs, formed from a very young age. For the fourth year running, ALTEN interviewed its consultant-engineers, in France and ALTEN wants to raise awareness of the technical and scientific worldwide, to showcase their career paths and job skills. professions and convince women to join these professions. Strong role models help to de-construct stereotypes and received ideas

4.2.7 HEALTH AND SAFETY IN THE WORKPLACE

The health and safety of employees are a priority for the ALTEN Group l monitoring regulations and standards enabling ALTEN to and meet customer requirements in terms of both standards and respond to and anticipate safety regulations as early as possible. regulations. The Group’s major areas of focus are road safety and the ALTEN implements legal and regulatory monitoring in order to be training and accreditation of the employees to ensure they are permanently informed of changes to regulations. sufficiently prepared and authorised when faced with risks. Furthermore, ALTEN has adopted a proactive policy concerning ALTEN’s Health and Safety policy is centred on the acronym, MASE (Manuel d’Amélioration Sécurité en Entreprise) [manual for the FORCES. The goal is to Federate, or unite, all of the stakeholders improvement of company safety] certification for its branches in Lille, around a safety culture, Optimise the working conditions of Villeurbanne and Vitrolles. As part of this process, a health, safety employees, Respect the requirements concerning standards, and environment questionnaire was sent to all the employees of regulations and customers, Capitalise on the Group’s best practices certified branches in order to measure their level of knowledge on in order to see that they are shared by all stakeholders and Ensure these subjects. ALTEN is conducting an assessment of future that everyone is committed to respecting this Health and Safety employees’ safety culture by offering them a health, safety and process. environment questionnaire during pre-employment interviews, so that the right safety training courses can be targeted. All employees This approach is based on: of these branches that have been involved in MASE initiatives are l risk prevention, by identifying all risks to which employees may assessed on HSE objectives during their annual appraisal. be exposed, raising employee awareness of those risks and In order to measure its performances with regard to Health and measures to be taken for prevention and protection, including Safety, ALTEN uses the following: dialogue and communication with the Health and Safety Committee. All the Group’s subsidiaries reaching the relevant l a risk management assessment questionnaire, designed by regulatory thresholds organise a Health and Safety Committee, drawing on the ALTEN internal safety reference document, which convened as often as the law requires; was sent within the MASE scope. The assessment proved to be positive as the employees showed that they had good l training, with a proactive approach to both regulatory and knowledge of the ALTEN safety culture; voluntary schemes. Upon joining the company, each new hire must follow an e-learning module about professional risks; l risk mapping: 100% of “at risk” sites were visited during 2019. l raising awareness of employees regarding specific risks is MI-GSO has also made a commitment to road safety by signing the regularly organised. The “Health, Safety & Environment” booklet Employers’ national road safety campaign. MI-GSO ensures its is circulated to all employees, being the reference document for employees’ road safety via in-house communication and prevention awareness-raising. With regard to road safety, ALTEN is a initiatives. Systems are also in place to improve quality of life in the signatory of the “National campaign for road safety in a business workplace, healthcare and access to certain well-being initiatives context” championed by the Ministry of the Interior. A half-day (right to disconnect, organisation of working time, awareness-raising road safety training course was organised in Lille; campaigns, etc.). l in parallel, discussions about safety are led by safety engineers or Lead Engineers, in order to discuss health and safety issues with Organisation of working time and absenteeism consultant-engineers. In 2019, these talks were attended by In 2019, the part-time headcount represented 2% of employees in almost 3,000 participants in France, 989 of them in France. The absenteeism rate is an aggregate of days of absence Île-de-France; through sick leave and work or commuting accidents. In 2019 in l putting in place dedicated equipment, in particular personal France, it stood at 1.87%. protective equipment e.g. All ALTEN sites in France are equipped with defibrillators;

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4.2.8 A BALANCED WORKPLACE

1/ Well-being Accessible by everyone on the intranet portal, a suggestion box encourages all employees in France to propose improvements in A cross-functional Quality of Life in the Workplace Committee has areas such as wellness, processes, tools, activities, or any other been formed, bringing together the Communications Department, subject that is close to their heart. The Sustainable Development the Operational Human Resources Department and the Career Team is responsible for analysing all ideas put forward and replying Development Department, on a monthly basis. Its aim is to to all contributors. The Sustainable Development Team is implement practical measures, positively impacting the well-being of responsible for analysing all ideas put forward and replying to all ALTEN employees in the workplace. contributors. The ALTEN Group is committed to implementing concrete actions In 2019, 36 ideas were submitted, focusing in particular on designed to promote the quality of life at work and well-being in the environmental protection and on improving quality of life in the workplace. As a result, a large number of recurring or one-off actions workplace. have been introduced in France and in the Group’s subsidiaries abroad: The Group also supports creating ALTEN sports teams: l in France and Spain, a new employee handbook is available: it In France, buoyed by its ALTEN Runners community with over contains useful information about the Group’s organisation, its 300 members, every year ALTEN teams take part in solidarity races values and commitments as well as opportunities for career organised in aid of charitable organisations (Soli’run, Corrida de progression. This handbook facilitates the integration of each Noël, etc.). These community runs are organised in aid of charitable employee into the company by making a wide range of key organisations (Habitat & Humanisme, Mécénat Chirurgie Cardiaque, information available which is crucial for successful orientation Laurette Fugain, etc.). and faster on-boarding; ALTEN joined forces with Dunes d’Espoir, a non-profit association, l an e-learning module on “well-being in the workplace” is available to take part in these races in 2019, enabling young disabled people for employees, helping them to understand the psycho-social to take part in the Solirun 10km and the Christmas Corrida aboard a risks of stress and moral harassment; “Joëlette”, a type of single-wheeled wheelchair, pulled by the ALTEN l to promote the health and welfare of its employees, the ALTEN runners. Group encourages and supports numerous ad hoc actions all International initiatives over the world; l ALTEN Maroc takes part in obstacle courses and even football l in France, yoga classes are offered to employees at the tournaments, organised by the sporting community. registered office. l ALTEN Belgium sponsored a female consultant to take part in In 2019, ALTEN took part in the Post-Cancer Challenge. For the 4L Trophy, the biggest student car rally, starting in Southern eight days, all participants’ physical activity was tracked by a Europe and ending in Morocco. special mobile app and then converted into a donation to the “Institut Raphaël”. It offers patients programmes that enable them l ALTEN Spain took part in the inter-company competitions “La to rebalance their life after illness; Carrera de las empresas 2019”, “La Olimpiadas de las empresas saludables” and “La Carrera de la Capacidades”, the latter being l ALTEN Belgium: relaxation areas with table football and organised in aid of disabled people. In 2019, ALTEN employees PlayStation were set up for employees. Equipment has been also took part in a walk dedicated to fighting cancer, as well as replaced by ergonomic furniture at company premises. A the eHealth Challenge, the first inter-company online solidarity well-being in the workplace questionnaire is sent to every Olympics, during which the energy generated by each company employee on a yearly basis; through its employees practising sports is measured. ALTEN l ALTEN Maroc takes part in, and organises, a number of events Spain introduced a social network called “ALTEN B+Healthy” to throughout the year to promote well-being in the workplace. encourage employees to form groups and teams for a variety of More than 200 employees participated in team building events in sports. 2019. Other events organised by the entertainment community l ALTEN Italia saw the number of participants in sporting events (talent evenings, kids’ day, etc.) or even the CSR community increase in 2019. A total of six major sporting events were held (Pink October, Book drive, shared Ramadan meal, etc.) were throughout the year across all ALTEN sites. To organise all these held throughout the year; events and mobilise more employees, ALTEN Italia appointed an l ALTEN GmbH offers employees the chance to take advantage employee as “Sports Ambassador”. of supplementary health insurance which pays a percentage of l ALTEN GmbH employees ran in several races that attracted over any costly additional payments or contributions payable for 80 participants in Hamburg and Hanover, and sponsored a race medicines, visual aids, natural remedies as well as dental in which 27 employees participated. treatments and dentures; l ALTEN MI-GSO set up a company social network in 2019, to help build greater cohesion between employees. Team building events are held on a regular basis; l ALTEN Italia has a portal on its internal network dedicated to partnerships in the areas of well-being and health. For instance, employees can benefit from reductions from companies partnering ALTEN (fitness centres, etc.).

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l ALTEN Sweden participated in the Våruset, an all-female run, 2/ Work/life balance and supported employees taking part in the “Viking race”. ALTEN Sverige created the ALTEN Pink Run in 2019 and invites ALTEN’s eagerness to safeguard the work/life balance of its employees to run and walk for a good cause. Donations are employees has led it to support their various passions and personal given to the cancer foundation on behalf of each participant. initiatives in the fields of sport, humanitarian action, the arts or culture through the internal sponsoring programme, “Our employees l ALTEN Italia, an employee Sports Ambassador was appointed have talent”. ALTEN’s initiatives are described in Section 4.2.4.1 – to support the development of sporting practices within the “Ensuring employee satisfaction”. company. Employees’ participation in sporting events rose across the country, with employees taking part in six events The Group’s employees can also take part in projects designed to nationwide. help increase the number of female engineers or become involved in skills sponsoring missions with ALTEN Solidaire together with l ALTEN Netherlands, participated in the largest grass volleyball partner foundations and associations. ALTEN Solidaire’s community tournament in Europe. This event, known as Hajraa, was initiatives are described in Section 4.3.6 – “Solidarity in the regions”. organised by the Eindhoven University of Technology and attracted more than 4,500 participants. Teams run the On Yammer, the internal social network, a large number of internal Rotterdam, Eindoven and Enschede marathons, and ALTEN technical (Data Sciences, Agile & Devops, Smart City & Mobility, sponsors the ROPA Run, a relay race between Rotterdam and Blockchain, etc.) or leisure (Gourmet, Sailing, Cinema, Culture Paris. Geek, etc.) communities promote meetings and discussions on a day-to-day basis.

4.3 ETHICS AND HUMAN RIGHTS

4.3.1 CHALLENGES AND PRIORITIES

The Group’s approach, based on the principles of integrity and transparency, are formulated around the following priorities: l ethics and compliance; l duty of care plan; l security of the IT systems; l solidarity in the regions. l responsible purchasing;

4.3.2 ETHICS AND COMPLIANCE

The ALTEN Group built its growth on the basis of fundamental Sustainable Development Charter and the Responsible Purchasing principles of integrity and transparency. Executives and employees Charter. These documents are presented in the Duty of care plan of the ALTEN Group implement these principles in order to establish described in Section 4.3.5.2 – “Tools to prevent serious harm”. lasting relationships of trust with all of its stakeholders: employees, The Group’s Compliance Division is responsible for ensuring that shareholders, public or private sector customers, suppliers, these standards are respected wherever the Group operates and competitors and all other partners. As such, the ALTEN Group ensuring that compliance is firmly rooted in responsible and complies with: continual efforts. The Group’s Compliance Manager reports regularly l the 10 principles of the United Nations Global Compact; to General Management on these subjects. l the United Nations Universal Declaration of Human Rights; The Compliance Division coordinates and harmonises the measures l the various conventions of the International Labour Organisation; taken by the ALTEN Group. It prepares Group policies and distributes them to all employees. It also puts in place all the l the OECD Guidelines for Multinational Enterprises. pedagogical tools intended to disseminate a culture of compliance. The Group’s commitment to conducting and developing its activities in strict compliance with national and international laws and The Compliance Division relies on an internal network of regulations is set forth in three founding documents, distributed both ambassadors. These ambassadors are the communications channel internally and externally: the Ethics & Compliance Charter, the between the Compliance Division and Group entities.

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1/ Preventing corruption risks In 2019, ALTEN repeated this exercise and updated its Group-wide anti-corruption risk mapping. It was then presented to General The ALTEN Group has a “zero tolerance” policy as concerns Management, as well as to the Board of Directors’ Audit Committee corruption. It strives to disseminate this message to all of its and the Statutory Auditors. stakeholders. Moreover, it is carried out with respect to the national and international standards to which it is subject regarding Identifying risks contributed to the implementation of a new action preventing acts of corruption(1). plan which was rolled out across different entities with the support of local management. In terms of corruption, and more generally compliance, the ambassadors’ network conveys the demands and the goals of the Procedures for evaluating third parties Group’s General Management as well as reporting back on any The Group has implemented procedures for evaluating third parties. alerts received locally. It has also equipped itself with the tools (databases, etc.) required to ALTEN has defined and carries out its anti-corruption policy in carry out these evaluations. compliance with the eight pillars prescribed by the Sapin II Law(2). Systematic evaluation of third parties is carried out for Code of conduct merger-acquisition operations by relying on, as needed, the expertise of outside firms. The Group’s Ethics & Compliance Charter has for many years formalised the commitment of the ALTEN Group with respect to zero ALTEN has reviewed its contractual policy to systematically tolerance on corruption and conflicts of interest. This Charter is incorporate so-called “compliance” clauses in its relationships with available on the Group’s website and retrievable by all stakeholders customers, suppliers and partners. This may trigger, as needed, at the following address: compliance audits. https://www.alten.com/alten-group/responsibility-and-sustainability/ Accounting control procedures These commitments were strengthened by an anti-corruption Code The Group’s accounting control procedures were adapted to take of Conduct that applies to all of the Group’s internal and external into account legal requirements in terms of preventing corruption. employees and Corporate Officers. It defines the main principles (corruption, conflicts of interest, etc.) and describes them so that Training everyone is able to adopt ethical behaviour in compliance with the Group’s policy. The Group devised a training program adapted to targeted populations and an awareness campaign intended for all employees. The roll-out of the anti-corruption Code of Conduct in subsidiaries is accompanied by a communication and awareness program. In When new employees are hired, they are made aware of the 2019, this programme was enhanced by the provision of the “Ethics Group’s culture in terms of “zero tolerance” for corruption, in & Compliance in a nutshell” guide, distributed to all Managers and particular, through a welcome handbook that references the Group’s Ethics & Compliance ambassadors. The Group also has a practical Ethics and Compliance Charter. The Group’s Anti-corruption Code guide to conflicts of interest. It reminds employees of the Group’s of Conduct and its gifts and hospitality policy have also been policy and of the behaviour to adopt when faced with this risk. incorporated into a welcome kit given to new arrivals. The documents are available in several languages. Since 2019, a “Preventing corruption” e-learning module, available in several languages, has been rolled out and incorporated into A whistleblowing system mandatory training pathways for all employees, including new arrivals. This e-learning module reminds employees of the Group’s In 2016, ALTEN equipped itself with the “MyALERT” system, anti-corruption guidelines and is accompanied by a quiz which tests available on the intranet and open to all employees. their knowledge. In addition to raising awareness generally among In an ongoing improvement process, the ALTEN Group employees, ambassadors continued to be trained in ethics and strengthened its whistleblowing system to meet the demands laid compliance in 2019 in order to disseminate a business culture of out by the Sapin II Law, the Duty of Care law and the General Data compliance and thus prevent corruption. Protection Regulation (GDPR). A disciplinary system Risk mapping The anti-corruption policy must be known and backed by all of the Pursuant to current legislation, the ALTEN Group has drawn up a Group’s employees. Thus, to ensure strict compliance with the mapping to identify and prioritise corruption risks according to the principles that appear in the Code of Conduct, ALTEN has paired specificities of the ALTEN Group (activities, geographic them with disciplinary sanctions. sectors, etc.).

(1) Federal Corrupt Practice Act in the United States, United Kingdom Bribery Act in the UK, law no. 2016-1691 of 9 December 2016, called “Sapin II”, in France, World Bank, OECD (Organisation for Economic Cooperation and Development), International Chamber of Commerce (ICC), Transparency International, etc. (2) The law no. 2016-1691 of 9 December 2016 concerning transparency, the fight against corruption and modernisation of economic life, called the “Sapin II” law, introduced new obligations regarding businesses.

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An internal control and assessment mechanism 4/ Fiscal transparency The internal control and assessment mechanism makes it possible In accordance with the Group’s strategy, the fiscal policy of the to oversee the efficacy of measures, identify gaps and devise actions ALTEN Group endeavours to maintain its reputation and image and to prevent corruption. It is carried out based on a risk mapping of to reduce the fiscal risks to which it is exposed in the exercise and corruption, which is updated by the Compliance Division. development of its activities. Gifts and hospitality take on specific importance in the context of Fiscal practices within the Group adopt a responsible approach to ethical business relations and must be free from any conflict of taxation, according to a model of efficient tax management, with interest. The Group has a policy on gifts and hospitality, which is strict compliance with the rules and regulations in force everywhere available in several languages to ensure that it is rolled out in the world where the Group operates. effectively. It recalls the guiding principles, provisions for authorisation and provides employees with recommendations for For this reason, the ALTEN Group’s fiscal policy is formulated confronting potentially risky situations. around three main principles: l the prevalence of economic activity: implantation of the Group in 2/ Protection of personal data a country is determined by the desire to develop the best offerings and best serve its customers in the country concerned; ALTEN ensures the protection of personal data in accordance with the current General Data Protection Regulation (GDPR). The Group l fair taxation of operations: the Group ensures rigorous application Data Protection Officer (DPO), appointed by General Management, of national and international tax regulations in force and pays the is responsible for processing personal data. The Data Protection taxes incumbent upon it in the countries where it operates; Officer coordinates and rolls out initiatives to ensure compliance with l managing fiscal risks: the Group is committed to safeguarding the GDPR, via a network of data protection managers. fiscal expenses by means of reliable financial data, A Group policy was implemented in order to ensure uniformity of documentation of fiscal options and continuous improvement in procedures and processes regarding protection of personal data identifying and managing fiscal risks within the Group. within the Group. The Group DPO is involved with all issues relating In the context of the Group’s commitments to exercise and develop to personal data processing. He has all the resources required to its activities with stringent respect for national and international laws perform his duties and has access to processing operations. He and regulations, the ALTEN Group implemented, in particular, a does not receive any instruction in the performance of his duties transfer price policy in accordance with OECD principles. The Group from the company and reports direct to the company’s highest level keeps an eye on fair distribution between countries of the Group’s of Management. internal operating margins. In accordance with its legal obligations, the ALTEN Group has 3/ International sanctions performed “country by country reporting” since the 2017 financial year, declaring the distribution of profits, taxes and activities by tax The Group’s compliance policy also covers prevention of risks in terms jurisdiction. of violation of international sanctions. This is referred to in the “Ethics & Compliance in a nutshell” guide, distributed to all Managers and Ethics Moreover, the Group does not have any legal entities in a territory & Compliance ambassadors. This document is available in several registered on the list of Non-Cooperative States or regions as languages. defined by French and international law. The evaluation process for third parties, which was implemented as part of anti-corruption measures, is also intended to prevent risks in terms of violation of international sanctions by the ALTEN Group.

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4.3.3 SECURITY OF IT SYSTEMS

Information security and cybersecurity are strategic challenges that l preserving the trust of stakeholders by defending the are a focus of concern for the Group. ALTEN has integrated into all confidentiality of information; of its processes an Information Security Management System (ISMS) l building this approach into the Company’s management system, recognized by ISO 27001 certification. ensuring that the entire headcount assumes ownership of it. Customer satisfaction and risk control are essential for the ALTEN In the context of this dynamic, ALTEN Spain has been certified Group. The changing face of consultancy, international business ISO 27001 since 2013. ALTEN France and ALTEN India followed development and growth of information criticality have prompted the this approach in 2016, as well as ALTEN GmbH, APTECH and Group to undertake an ISO 27001 certification process. The first HUBSAN in 2017. This certification was awarded as a result of a step was to hire an Information System Security Officer. Led by strategy and work started several years ago. management, an ISS governance structure was put in place. This In addition to ensuring compliance with ISO 27001 requirements, the committee, made up of the members of the Executive Committee, ALTEN Group in France developed an e-learning training course on the Information Systems Department, the Information Systems Information System security, which is accessible and mandatory for Security Officer and the Quality and Performance Manager, meets all its employees. Comprising role-play and assessments, the course every six months to ensure that objectives are met, to carry out an aims to raise awareness of all the situations employees are liable to ISS risk analysis and to develop an action plan. face. It also informs them about their rights and obligations. ALTEN has built the ISO 27001 requirements into its quality, security The Group has also set up an intranet portal on issues relating to and Sustainable Development policy. This standard lays down the Information System security, which is accessible to all employees. measures to be implemented to ensure the security of information On it, employees can consult the IT Charter and the security policy, within an organisation and the functioning of the management or access dedicated e-learning modules, the Company organisation, system for this information security. Covering the entire company, best practice, incident reporting, etc. the project aims at: As in 2019, 2020 will focus on information security with projects l ensuring service continuity; designed to ensure compliance with requirements, extend the scope l managing risks; of ISO 27001 certification and combat cyber-attacks on a growing l guaranteeing control of intellectual capital; number of companies.

4.3.4 MAINTAINING LASTING RELATIONSHIPS WITH SUPPLIERS AND SUBCONTRACTORS

1/ Strengthening and standardising purchasing l continuous improvement of the purchasing function at the Group practices across the Group level. In 2019, the first Supplier Committee meeting was held, bringing 2019-2022 purchasing policy and programme together 17 suppliers with the aim of raising their awareness of this ALTEN’s purchasing policy is driven by the Group’s Purchasing approach and helping them to expand their knowledge of this Department. It is based on these five areas of work: subject. 1. the business line axis, aimed at sharing and supporting internal In 2018 and in 2019, several structural projects were conducted to: stakeholders in the formalisation, application and monitoring of l support the transformation and performance of the IT processes and good purchasing practices; Department or the department in charge of employee travel, for 2. the economic axis, to ensure the company’s purchasing example; performance; l share procurement rules and procedures within the Group. 3. the quality and performance axis which measures and manages the performance of suppliers, partners and subcontractors; Support for international subsidiaries 4. the business relationships axis, focusing on the integrity and To support international entities in their purchasing efforts, the sustainability of supplier relationships while promoting innovation and ALTEN Group’s Purchasing Department has made a service competitive bidding; catalogue available to its subsidiaries, regrouping the following themes: 5. the risk axis, relating to managing risks regardless of their nature: financial, societal, information security, confidentiality, CSR, legal, l the deployment of Group-wide master contracts; reputational, regulatory and certification. l sharing of the French processes and documentary framework; The Purchasing Department oversees deployment of the 2019-2022 l the provision of economic and non-economic reporting tools; purchasing programme in synergy with other company departments. l establishment of a Group-wide purchasing community; This programme is aimed at continuing to ensure: l support in certification procedures. l the definition of a specific oversight strategy for priority issues;

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2/ Responsible purchasing CSR assessment of suppliers and the duty of care ALTEN’s responsible purchasing scheme is deployed throughout The CSR performance of new suppliers is assessed during the call France. for tenders. Some CSR issues specific to the supplier’s business sector may also be discussed during annual reviews with suppliers. Founding principles In France, since 2018, suppliers associated with a high level of CSR The responsible purchasing scheme draws on the “Responsible risk as a result of CSR risk analysis, must demonstrate the level of Purchasing Charter”, which sets out all of the Group’s commitments control that they have over their business-related challenges and and obligations with respect to suppliers. It builds on the founding their value chain by responding to a CSR questionnaire. principles of the United Nations Global Compact, the United Nations Responses to this questionnaire will result in formal, and Universal Declaration of Human Rights, the core conventions of the subsequently monitored, action plans, or in physical audits in the International Labour Organization and the OECD Guidelines for event that the documentation presented by the supplier is Multinational Enterprises. unsatisfactory. The Purchasing Department systematically incorporates the ALTEN works with suppliers whose performance is rated as weak or responsible purchasing charter into its consultation documents average. An action plan will be formalised and may result in physical during calls for tenders and into contracts. It thus ensures the audits in the event that documentation presented by the supplier is commitment of its suppliers to respect the principles and convey unsatisfactory. Collaboration with suppliers may be called into them to their own suppliers. question if the action plan is not implemented. Mapping of supplier CSR risks Suppliers that receive an evaluation deemed satisfactory will be encouraged to retain this level as part of the continuous The Purchasing Department prepares a risk map, which it also improvement in CSR, or to evaluate their performance by means of updates, of risks related to Human Rights, health and safety, the certification and audits conducted by independent third parties. environment and corruption related to suppliers’ business sectors. A ALTEN will favour business relationships with suppliers rated level of CSR risks is thus assigned to each supplier as a function of satisfactory. the category to which it is related.

4.3.5 DUTY OF CARE PLAN

ALTEN promotes personal safety, sustainable development, respect l For its own business activity, ALTEN carries out regular for human rights, individual freedoms and ethics. By signing the environmental impact assessments. Each environmental risk Global Compact in 2010, ALTEN formalised its commitment in related to ALTEN’s activity is assessed by means of a rating favour of Human Rights and respect for the environment. method that takes into account the frequency, the severity of the impact, the demands of stakeholders and control: This commitment is articulated operationally with all employees and is put into practice via the Group’s CSR and ethics and compliance l the frequency is determined as a function of the occurrence of strategies. signs of the impact, l the severity indicates the level of impact on the host 1/ Risk mapping environment, l Risk mapping is conducted by the Quality and Performance the demands of stakeholders are determined based on Department, the Legal Department and the Purchasing Department. requests received from interested stakeholders on the site Initially, ALTEN carried out work on risk identification, followed by a (communities, media associations, residents, government risk assessment undertaking for the three types of risks: bodies, etc.) concerning an environmental aspect or impact, l control of the risk is determined based on actions l risks related to the Group’s business activities; implemented to reduce impact and their effectiveness. This l risks related to the business sector of suppliers and criterion also takes into account the level of ALTEN’s subcontractors; regulatory compliance. l risks related to the countries in which ALTEN engages in ALTEN also performs a social risk analysis by means of assessing business activity. professional risks (including psycho-social risks). For each of these ALTEN relies on its own benchmarks and external indices to quantify risks, the initial risk is cross-referenced with accident data and the the level of risk. degree of control. The residual risk calculated in this way is then ranked (intolerable risk, substantial risk, average risk or controlled residual).

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Finally, the ALTEN Group developed a mapping in order to identify l act with integrity and ensure compliance with applicable laws and and rank the risks with regard to corruption described in regulations; Section 4.3.2.1 – “Preventing corruption risks”: l encourage development of skills, social advancement of its l for supplier and subcontractor activities, the Purchasing employees, diversity and equal opportunities by fighting Department mapped the risks related to Human Rights, health discrimination; and safety, the environment and corruption related to the l guarantee working conditions that respect Fundamental Rights supplier’s business sector. Suppliers are given the level of and ensure the safety, health and well-being at work of its criticality of the services they perform; employees; l finally, ALTEN assesses the social and environmental risks of l protect the environment by sustainably reducing the impact of its countries in which various entities of the Group are located, with activities on natural resources and biodiversity and promote the help of external indices concerning the level of corruption and “eco-friendly actions” by its employees; respect for political and civil rights. For the environmental aspect, l support customers in the development of solutions favourable to ALTEN’s activity being the provision of intellectual services in all the environment; countries, the environmental risk related to the country is considered low for all its activities. l encourage employees to actively participate in responsible innovation; 2/ Tools to prevent serious harm l bring together its partners – customers, subcontractors and suppliers – around its values and encourage them to contribute The ALTEN Group possesses several charters, which govern its to its commitments regarding sustainable development; business activity, employee activity and that of its suppliers and l support solidarity programmes related to the Group’s values; subcontractors. l work for the development of engineering and promotion of Ethics and Compliance Charter scientific and technical careers; The “Ethics and Compliance Charter” formalises the Group’s l base corporate governance on rigorous management and commitment to exercising and developing its activities in the strictest responsible communication. compliance with national and international laws and regulations, particularly as regards the fight against corruption. The Responsible Purchasing Charter This Charter is an integral part of purchasing contracts. It applies to It applies to all employees in all countries where the Group operates. all the suppliers of the ALTEN Group and is comprised of 10 points It reiterates the commitments backed by: concerning Human Rights, ethics and the environment: l the 10 principles of the United Nations Global Compact; l respect Human Rights; l the United Nations Universal Declaration of Human Rights; l prohibit forced or compulsory labour; l the various conventions of the International Labour Organisation l prohibit child labour; (ILO); l fight against all forms of discrimination; l the OECD Guidelines for Multinational Enterprises. l fight against corruption; The requirements of the Charter are as follows: l health & safety; l respect the Group; l compensation; l honour business relationships; l respect for freedom of association and recognition of the right to l prevent corruption; collective bargaining; l carry forward the requirements to suppliers and subcontractors; l prohibition of all forms of discrimination, harassment and l control exports; violence; l prohibit insider trading; l respect for the environment. l prevent conflicts of interest; By signing the Charter, the ALTEN Group’s suppliers are committed to implementing the necessary means to ensure respect for the l protect data and assets; principles laid down in the Charter. l prohibit agreements or understandings with competitors; The Charter requires, by cascade effect, that ALTEN Group l respect the environment. suppliers convey these provisions to their own suppliers, including in Sustainable Development Charter countries that are not signatories to the conventions of the ILO and in which they may be required to work. Through this charter, the ALTEN Group is committed to promoting a corporate social responsibility approach within all its companies. The Anti-Corruption Code of Conduct The requirements of the charter are as follows: This code is described in Section 4.3.2.1 – “Preventing corruption risks”.

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3/ Controlling the risk in the Group’s activities and l ISO 14001; those of its subsidiaries l EN 9100; ALTEN carries out policies and procedures aimed at ensuring l CMMI; respect of its charters and preventing any violations, particularly in l MASE; terms of human rights, fundamental freedoms, personal health and l CEFRI; safety, as well as the environment in the course of its activities. l ISO 27001. These procedures rely upon social dialogue, promotion of diversity The Group’s actions in terms of security are described in and the FORCES policy. Sections 4.2.7 – “Health and safety in the workplace”, 4.4 – Social dialogue “Reducing the Group's environmental footprint” and 4.3.3 – “Security of IT systems”. ALTEN pursues a policy of dialogue with its social partners which is described in Section 4.2.4.2 – “Social dialogue”. Measures to fight corruption Promoting diversity The Group’s actions to prevent and fight against corruption are detailed in Section 4.3.2 – “Ethics and compliance”. ALTEN is committed to the fight against discrimination and respect for diversity, and has embedded these principles in its Sustainable Development Charter. Diversity is a central tenet of the Group’s 4/ Assessment and control of risk with suppliers Human Resources policy which is described in Section 4.2.6 – and service providers “Promoting diversity”. The Group’s principal actions address: The Purchasing Department ensures compliance with the l gender equality in the company by promoting loyalty in and “Responsible Purchasing Charter” within its supplier panel by valuing the ALTEN Group’s female engineers; systematically integrating it into specifications during calls for tenders, as well as into contracts. l the fight against all forms of discrimination, and in particular the subject of disabilities, with the goal of providing pragmatic ALTEN sends a CSR performance questionnaire to suppliers answers to the problems of hiring, retaining and raising employee deemed priority following a CSR risk analysis of the sector. awareness; Suppliers’ CSR performance is assessed by means of this questionnaire. The Purchasing Department may launch a physical l supporting younger and older employees. audit in the event that the documentation presented by the supplier QHSE Policy: FORCES is unsatisfactory. The initiative is described in Section 4.3.4.2 – “Responsible purchasing”. Every year, the General Management of the ALTEN Group reiterates its commitment to maintaining a reliable Management System, oriented toward satisfying all stakeholders. The ALTEN Group’s 5/ Report on the Duty of Care Plan and its QHSE-Sustainable Development policy is developed according to six implementation axes: The Duty of Care Plan has been rolled out and implemented in l federating, or uniting, all employees, professions and process France. pilots; In France, 2,000 employees attended talks on this subject and the l optimising the company’s processes to target efficiency; objective for 2020 is to maintain, or even exceed, this number. l respecting the demands of stakeholders; In 2019, new entities were incorporated into the Group’s CSR scope l capitalising on each process and in all subsidiaries; for better visibility of CSR results from various subsidiaries and to l ensuring ALTEN’s commitment to an approach of quality and monitor CSR progress. performance; The plan’s results concerning suppliers and subcontractors is l securing our activities through certification efforts. detailed in Section 4.3.4.2 – “Responsible purchasing”. The FORCES policy is given to all new employees in France in the welcome handbook and is posted in facilities. 6/ Alert procedure To implement this policy the Group’s General Management launched Employees may use an alert system via an alert form available on the a Performance initiative based on Continuous Improvement. intranet in the event of non-compliance with this Plan’s principles. ALTEN’s integrated QHSE management system ensures control of The Group is committed to ensuring that no employee suffers environmental impacts, customer satisfaction and employee safety. negative consequences from the use of this system. It complies with the guidelines: In 2019, 17 alerts were received via the existing system and none l ISO 9001; were judged relevant under the Duty of Care Plan. For further information, refer to Section 4.3.2 – “Ethics and compliance”.

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4.3.6 SOLIDARITY IN THE REGIONS

In France and throughout the world, the Group and its subsidiaries At the same time, since 2013, ALTEN has developed IT partnerships develop philanthropy initiatives in their host regions. with groups in the world of education and vocational integration: ALTEN is refurbishing PCs that it no longer needs in-house and ALTEN Solidaire supports foundations and associations recognised equipping them with job search apps, CV-writing apps or job in general interest which have a social, medical or environmental interview preparation apps. These tools were also developed impact. Since 2017, 206 donations have been made in the form of in-house. services, amounting to 9,000 days worked over three years, in one of 27 partner structures. Missions essentially address IT, operational Once made available to associations, this equipment will allow them, and functional topics. All skills are, however, welcome for any future for example, to offer computer training to beneficiaries or access to projects that partners may wish to entrust to ALTEN. For engineers computer rooms to search for jobs. who are ready and willing to get involved, ALTEN offers, on an ad Since 2013, more than 5,600 computers have been donated to hoc basis, to support and coach young people who are being some 40 organisations. sponsored by partner non-profit associations’ programmes. Engineers wishing to get involved on a personal level in grass-roots actions can also contact ALTEN Solidaire. International initiatives Several major initiatives have been launched since ALTEN Solidaire l MIGSO organised ad hoc collections in 2019 (e.g.: winter was formed, including: clothes, food, the “Un maillot pour la vie” evening event, etc.). In addition, nearly 200 employees took part in charity runs (for l in 2019, the nationwide foodbank collection which collected medical research, the fight against cancer, the environment, etc.). 180kg of foodstuffs at the Boulogne-Billancourt sites; l ALTEN GmbH donated €6,000 to NGOs thanks to its “Regional l the “Family Box” jackpot campaign, conducted with the “Tout le ALTEN” programme, where the beneficiary charities were monde contre le cancer” (United Against Cancer) association, suggested by ALTEN employees. was a great success, with donations exceeding all expectations. l ALTEN employees were subsequently invited to take part in the ALTEN Technology GmbH collected donations to support a assembly of these healthcare boxes intended for those children’s hospital, “The Sternenbrücke”. This hospital is a point supporting cancer patients; of contact for seriously ill children, young people and their families and provides psychological, and physical, support. ALTEN l the 2019 Pink October campaign facilitated the production of Technology GmbH organises and invites employees to donate 3,400 ribbons, converted into financial donations to the equipment matching the needs or desires of the children and non-profit association, across all ALTEN Group branches in young people. During the Hamburg Commercial Bank Run, France; 33 members of ALTEN teams ran 4.7km for the “Les enfants l the purchase, by the ALTEN Group, of 20 bibs for the Gustave aident les enfants” initiative. Roussy Foundation, as part of the fight against child cancer for l AIXAL took part in the “Course des Héros” in June, in the Tower Run event; partnership with the Petit Cœur de Beurre and Laurette Fugain l the implementation of key projects such as the “Mon Stage de associations and, in October, took part in the Odysséa charity 3e” project, a platform for young high school students to find an run in aid of breast cancer research. Donations were also made internship via a partnership with the Boulogne-Billancourt Youth to these associations. A partnership was agreed with "Restos Du Information Service; Cœur" for the collection of food donations and money to buy l since 2017, the collection of toys for the Red Cross in Boulogne; sterile toys for hospitalised infants. l in 2019, 200 Christmas presents were funded for children aged l ALTEN LTD awarded a prize to two of its employees in 2019, for between 0 and 12 for CEKEDUBONHEUR; their beach-cleaning project in Morocco. Sponsorship was set up for Cancer Research UK, a charity selected by head office l 6 teams from Boulogne took up the 4L Trophy sporting challenge employees. In 2019, a total of four fundraising events were held, and were charged with providing children with school supplies, several hundred books were collected and an advert was donated by the ALTEN Group as part of their adventure; released to raise awareness of the charity. l the collection of sleeping bags for the Salvation Army in l ALTEN Italia organises blood donation days twice a year. Toulouse; l ALTEN Finland works to offer gifts to children in need every l participation in the “Hackathon Solidaire”, organised by Christmas. Big-Bloom and supported by FRENCH IMPACT, acting as a technology partner, to set up an application for the Unis-Cité association.

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4.4 REDUCING THE GROUP’S ENVIRONMENTAL FOOTPRINT

4.4.1 ENVIRONMENTAL CHALLENGES

The Group encourages all of its entities worldwide to employ a the environment. Its environmental approach is built around the proactive environmental approach, using a recognised standard or following priorities: baseline. l raising awareness of employees about eco-friendly behaviours; Day-to-day, the Quality and Performance Department defines the l reducing its greenhouse gas emissions; Group’s environmental policy and supports subsidiaries in the l using natural resources in a reasonable manner and reducing identification and implementation of concrete actions in the waste. management of buildings, control of the carbon footprint and the sustainable utilisation of natural resources. The General Resources Recognising that its activities and the sectors in which the Group Department is committed to implementing these policies in operates confer upon it an indirect environmental responsibility with operational terms on all sites. its customers, ALTEN is committed to developing innovative and sustainable solutions, which are discussed in Section 4.4.3.7 Taking into account the tertiary nature of ALTEN’s Engineering and “Sustainable innovation”. Technology Consulting activities, the Group has limited impact on

4.4.2 THE GROUP’S ORGANISATION FOR ENVIRONMENTAL MANAGEMENT

The Group’s environmental management system relies upon an (EMS). In 2019, 80% of the Group’s workforce was covered by an environmental risk analysis and a continuous improvement EMS, some of which were entities that have become approach. ISO 14001-certified over the last few years, such as ALTEN Spain, ALTEN GmbH in Germany, ALTEN Sverige and ALTEN SA, In France and internationally, several entities have launched ALTEN SO and ALTEN SIR in France. pro-active efforts to certify their environmental management system

4.4.3 RAISING THE AWARENESS OF EMPLOYEES

To involve all employees, ALTEN shares sustainable development l ALTEN India is developing an onboarding pathway for new hires highlights through communication campaigns. In France, awareness which includes a compulsory awareness-raising session on the campaigns, activities and trainings, in particular those developed as environment and the 3R policy (Reduce, Recycle, Re-use). part of the ISO 14001 certification process, are organised regularly Awareness-raising via posters is also carried out for food waste to promote eco-friendly gestures and facilitate their adoption. A “Life and paper sorting. ALTEN India takes part in the Earth Hour Charter” posted in all common areas and meeting rooms, along with event by turning off all lights to raise awareness about energy a dedicated e-learning module, reminds people of best daily saving; practices when it comes to respecting others and the environment. l ALTEN Maroc encourages its employees to share information on Several initiatives were also deployed in countries: environmental best practices as part of the “Super CSR” programme. Posters were put up everywhere to raise employees’ l ALTEN Technology GmbH raises its employees’ awareness via awareness of best practices with regard to safety, the use of an e-learning module on the Company’s environmental communal areas and energy consumption, etc.; management system which is mandatory for all employees. They are also reminded about recommendations and eco-friendly l ALTEN Italia is raising its employees’ awareness via posters on behaviour on dedicated postings or the intranet. In 2019, a best practices and eco-friendly behaviour. In 2019, water bottles suggestion box was introduced to enable employees to help were distributed to employees during their annual appraisals to improve the environmental management system; reduce the use of plastic.

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4.4.4 REDUCING GREENHOUSE GAS EMISSIONS

1/ Committing to the Climate Charter for Engineers l challenging and raising the awareness of international subsidiaries with regard to their carbon trajectory; Since 24 October 2019, ALTEN has been a signatory of the l Syntec-Ingénierie's Climate Charter for Engineers. In 2020, the validation of the Group’s climate targets by the SBTI. Group will take part in Syntec’s Charter monitoring committee and will be involved in 3 areas: 2/ Breakdown of greenhouse gas emissions l the elimination of plastic cups and bottles (solutions set up in In 2019, ALTEN completed a Bilan Carbone® (carbon footprint 2019 are described in Section 4.4.4.2 “Reducing and sorting assessment) of its activities for all of its entities in France. The waste”); Group’s commitment goes beyond the regulatory requirements to which it is bound by including international entities in the carbon l maintaining its A- rating for the CDP (Carbon Disclosure Project); footprint (Bilan Carbone®) assessment and by measuring emissions l reducing the consumption of CO2 produced by commuting and related to three greenhouse gas emission scopes defined by the company vehicle-related travel. GHG Protocol: A roadmap for 2025 was prepared to monitor and achieve the l Scope 1: direct emissions caused primarily by the use of targets set in the 2019 CDP. Between 2020 and 2025, ALTEN will combustibles on site, the leakage of refrigerant fluids and fuel focus on these areas: combustion by the vehicle fleet; l supporting the transition to electric vehicles; l Scope 2: indirect emissions caused by the purchase or l installing charging stations at ALTEN sites; production of electricity and steam; l achieving 75% renewable energy in France; l Scope 3: all other indirect emissions, for example business travel, l assessing the carbon emissions of suppliers and service employee meals, procurement and services, and fixed assets. providers; l offsetting its carbon emissions;

Group emissions by scope and emission types (TeqCO2)

46,90% 94% Travels Scope 3 3.09% Fixed assets

2.47% 2% Energy Scope 2 199,422 199,422

TeqCO2 TeqCO2 0.04% Waste 4% Scope 1 0.03% Excluding energy 35.44% 12.03% Purchases of goods Remote and services employees

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In 2019, within the CSR scope, the Group’s main Scope 1 and 2 CO2 4/ Encouraging energy efficiency in buildings emissions related to travel (46.9%), the purchase of goods and services (35.44%) and remote workers (12.03%). In France, the Group’s real estate strategy is based on setting up regional areas of activities and on modernising its real estate Electricity and natural gas are the two main energy sources used by holdings. The Group works with developers, architects and builders, ALTEN sites. from the design stage, allowing it to guarantee an environmental In 2019, energy consumption at ALTEN sites within the CSR scope (1) approach to buildings. The five buildings recently integrated into the amounted to 13,943 MWh, or an average of 99 kWh per m². real estate portfolio feature BREAM Very Good certifications, or regional labels such as the BBCA Label (Low Carbon Building), BDM Gross Consumption Label (Sustainable Mediterranean Buildings), RT 2012 – 10%, Ready consumption 2019 per m² - 2019 to OSMOZ, E+/C- labelling and BBC-Effinergie 2017.

France (Baux SA) 6,134 MWh 94 kWh / m² The decision to use buildings that are energy efficient and environmentally-friendly is made in a large number of countries where International 7,809 MWh 103 kWh / m² the ALTEN Group operates. In 2019, almost half of its buildings were TOTAL 13,943 MWH 99 KWH / M² certified to BBC (Low-Consumption Building) and/or HQE (High Environmental Quality) in France, 34% compared to 18% in 2018. By the end of 2019, most employees in Boulougne-Billancourt had Energy consumption for data centres used by ALTEN SA in France in moved to a new site in the same geographical area. The 12,000m² 2019 amounted to 397 MWh, equal to 6.5% of the consumption of site has been entirely refurbished, with re-designed workspaces and buildings in France, illustrating the need for a Group action plan better services. The building was designed according to the BREEAM focused on: Very Good environmental certification. l the search for energy efficiency in buildings; In Sweden, the Stockholm site obtained “Gold” LEED (Leadership in l reduction of energy consumption; Energy and Environmental Design) certification. This rating system for l improvement in vehicle fleet performance and travel policy; high environmental quality buildings is based on the following assessment criteria: energy efficiency, water consumption efficiency, l encouraging alternatives to travel; heating efficiency, utilisation of local building materials and re-use of l reduction in paper consumption through dematerialization. their surplus. ALTEN’s approach to combating climate change received an A- The ALTEN GmbH site in Ulm was designed so that the building’s rating by the CDP for the second year running, thus rewarding the energy needs represent only about half (around 55%) of those of a Group’s efforts to reduce greenhouse gas emissions. similar new structure. The heating system is powered by photovoltaic panels and a heat pump. This new structure also uses a passive 3/ Promoting renewable energy solutions heating system, with heat generated by equipment and people on site, in addition to solar energy. On the Nuremberg site, the heat ALTEN promotes renewable energy solutions. In 2019 in France, the supply for offices comes from a biomass cogeneration plant supplied Group renewed its supply of 100% renewable-sourced electricity for by wood from a local forest. the next three years, for all of its sites where the contracted power exceeds 36kVA. Accordingly, 64% of energy consumed in France In England, an ESOS analysis of energy and fleet consumption was comes from renewable sources. conducted to enable consumption to be optimised. On an international level, subsidiaries also use renewable energies: 5/ Minimising the impact of IT installations l ALTEN GmbH is rolling out the use of electricity from renewable sources at its main sites in Germany; In France, ALTEN secures its infrastructures by implanting two l ALTEN Finland: 68% of its total energy consumption is physically separate data centres, making it possible to ensure renewable energy; maximum availability of its services. For the last 10 years, ALTEN has outsourced its servers to a recognised host provider, being l ALTEN Spain: almost one quarter of its total energy consumption very keen to make energy savings, including on a grand scale. In is renewable energy; the future, ALTEN hopes to extend this policy across the Group’s l ALTEN Portugal gets 57% of its electricity from renewable sites, by reducing the volume of active hardware. sources; ALTEN can now consume computing power on demand, to suit its l ALTEN India: 18% of its energy consumption is renewable needs at any given moment. Resources are pooled, streamlined and energy, primarily from wind farms. optimised to reduce the number of physical servers, thus reducing ALTEN’s environmental footprint whilst guaranteeing high-security systems that are available 24/7.

(1) Excluding Switzerland, Qatar, China, the USA and data centres.

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In the Netherlands, ALTEN’s servers are hosted in ecological data Business travel by Group employees in France is guided by a travel centres using liquid and natural convection technology for the cooling policy, which is also designed to be more responsible. This document systems. This system allows to reduce the energy footprint by 50%. reminds employees that preference should be given to alternatives to travel, such as conference calls and videoconferencing. It sets out In order to limit the quantity of data stored on the networks, ALTEN very precise rules for transport and lays down the conditions under makes digital tools available to employees, such as Skype for which business travel may be carried out: rail travel is mandatory for Business, One Drive, One Note and Sharepoint. To promote their any journey of under two and a half hours; domestic and use, a guide and on-line training modules are available to employees. medium-haul flights in economy class; preference is given to “green” Simultaneously, the energy consumption of non-productive systems taxis, etc. was examined and optimised. Since 2019, ALTEN has tightened its “Car Plan” requirements Faced with the increase in stored data, ALTEN hopes to lead a governing the characteristics of company cars that make up the project to optimise archiving by 2021. Group’s vehicle fleet. Diesel engines were banned from the catalogue Lastly, ALTEN is now moving towards energy-saving IT equipment. In of company vehicles. 75% of the vehicles listed in the catalogue are France, all computers and screens are Energy Star-certified. hybrid or electric vehicles, referred to as “low-emission” (< 60g

CO2/km). 6/ Favouring sustainable mobility ALTEN already has six electric vehicles in service. In 2020, ALTEN will Emissions reported in 2019 show that travel represented more than launch a vast plan to install and oversee electrical recharging stations 80% of greenhouse gas emissions calculated by ALTEN for Scope 3. at its sites in France in order to encourage migration to “Zero ALTEN is particularly watchful in this respect and proposes innovative Emission Engine” vehicles. Simultaneously, ALTEN hopes to identify alternatives to company teams. locations conducive to introducing electric car-sharing vehicles, in order to reduce the Group’s CO2 emissions even further. ALTEN analysed commutes under Mobility Plans for more than 10 sites in France. Mobility studies, as well as a survey of over In France, all ALTEN employees have access to an e-learning module 3,000 employees, made it possible to draw up an action plan to on the fundamentals of eco-friendly driving. Under the new Car Plan, reduce the impact of means of transport on the environment. In members are also required to take part in training for EcoDriving or 2019, ALTEN focused its actions on: the Prevention of driving risks within 12 months from joining the scheme. l raising awareness, via challenges and events, in particular, during European Mobility Week. More than 350 employees were educated in soft mobility and road safety this year. An internal International initiatives network community was created to discuss mobility issues and l ALTEN LTD introduced assistance to purchase a bike and information about clean vehicles will be provided on the intranet; encourages employees to exercise while biking to work. The entity l car sharing, using communications on existing solutions to set up does not possess a fleet of vehicles, preferring rail travel so as to

a community of employee car sharers; limit CO2 emissions. l communications regarding best practices during pollution peaks; l ALTEN Italy developed a partnership with transport companies to l the re-design of the “Eco-gestes” e-learning module made it promote the use of public transit by employees; possible to raise awareness amongst a larger population in 2019; l ALTEN Netherlands and ALTEN Finland provide recharging l introduction of an internal warning system for peak pollution days stations for electric cars alongside all ALTEN buildings. on MyALTEN. l ALTEN Belgium offers electric and hybrid vehicles in the The implementation of this action plan and its effectiveness will be catalogue of company cars. A mobility allowance may be offered monitored by a multidisciplinary steering committee in 2020. as a substitute for a company car, and a financial incentive aimed at promoting use of electric bikes was established. For the last 9 years, ALTEN has urged employees to use the solution l ALTEN GmbH proposes car sharing, particularly via the “Car2Go” introduced to make audio and web conferences possible from each app. This platform offers electric vehicles. ALTEN GmbH regularly computer in a secure and interactive fashion. This application avoids promotes awareness among employees of healthier lifestyles by employees having to travel to meetings with interlocutors located far encouraging, for example, using a bike instead of a car for daily away. This solution has now been deployed for employees in the trips. Since 2016, ALTEN GmbH has been associated with the following eight countries: France, Belgium, Germany, Italy, Sweden, “With bicycle to work” campaign organised by an insurance Spain, Romania and India. company. Prizes are planned to encourage employees who bike to work on at least 20 working days.

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7/ Sustainable innovation Electrification of transport:

Adapting the sustainable development approach to more Reducing CO2 emissions into the atmosphere is one of the main environmentally friendly technological solutions is a research and challenges of our time. For several years now, the electrification of innovation accelerator. The main theme of the projects in which transport has been a reality in a number of industries, from the ALTEN is currently involved is the de-carbonisation of means of automotive sector to aeronautics. transport. The electrification of aircraft wheels to ensure more ecological taxiing has been the focus of significant developments. ALTEN teams have Energy efficiency in transport lent their expertise on this issue in two main areas: Reducing the consumption of thermal engines is an issue that can be l in the first instance, by defining a compromise between the dealt with from different perspectives: different hardware and software components of the electricity l powertrain emission control is at the heart of the technical, chain, with significant results on complete system performance strategic and regulatory challenges facing automotive expectations; manufacturers. ALTEN plays an active role in these issues, l in the second instance, to mitigate thermal issues arising on circuit particularly in the study of interactions between various existing boards during engine operation. The study focused on developing emission control systems. To do so, different issues are new circuit board architectures. Connection methods were, in addressed, using both digital simulations and physical testing on a particular, analysed. test bench or on the road. The work has mainly focused on the The solution to aircraft electrification not only lies in propulsion impact of the injection of NH3 to prove that excess fuel injection, systems but also in the replacement of hydraulic systems, helping to even if relevant in terms of reducing NOx, may end up leading to lighten the weight of the aircraft. ALTEN has a direct role to play in excess emissions of NH3; the development and design of prototypes and in validating the l in addition to powertrains, work to reduce pollution also involves behaviour of new and innovative modular electrical power control and research into the transition from diesel to petrol. ALTEN is working distribution systems. directly on behalf of a major automotive manufacturer on the development of a partially modified diesel engine platform that can run on petrol whilst still obtaining performances that are at least on a par with diesel engines.

4.4.5 USING NATURAL RESOURCES IN A REASONABLE MANNER AND REDUCING THE GROUP’S WASTE

1/ Reducing paper consumption In France, ALTEN continued simplification of its printer inventory, by eliminating individual printers: 19.7% of printers were eliminated from ALTEN uses paper essentially for purposes of office work and the inventory in 2019. communication. In 2019, the Group’s internal consumption came to 54 metric tonnes, i.e. an average of 5 kg per employee: Printers are all linked to a system of printing using personal tags, which should eliminate meaningless, mistaken or neglected printing. l ALTEN encourages paper-free exchanges. In 2019, in France, They are configured by default in black and white and double-sided 94.73% of employees received their pay slips in a digital safe, printing and help raise employee awareness via communication of compared to 93% at the end of 2018. The project to environmental indicators (CO2, water, energy) related to the dematerialise invoices continues to roll out with the goal of environmental impact of each printed copy. In summary, in France, increasing the number of customers using the solution in 2020. paper consumption per employee decreased by 28% compared to Almost 19,500 invoices are processed electronically every year. 2018. ALTEN expects to continue its programme of dematerialisation in 2020 in order to digitalise processes requiring large numbers of ALTEN is not only looking to consume less, but also to consume copies; better. With regard to purchasing, the Group prioritises recycled and/or ecolabel paper. Thus, all paper used in France in 2019 was l MyTrip, a new service offered by the Travel & Mobility team since recycled and/or certified. December 2019, should make it possible to electronically process 15,000 travel requests a year from employees at Anotech Energy entities (SAS, Global Solutions, Singapore, Doha International initiatives and Belgium); At ALTEN GmbH in Germany, ALTEN Netherlands, ALTEN l MI-GSO adopted a policy of zero paper, which relies on Portugal and ALTEN Finland, this rate also reached 100%. In dematerialised solutions such as digitalisation of documents and addition, the majority of paper communications use recycled paper electronic signatures. Training employees in good practices and with a high environmental certification, whilst printers are selected, digital tools is also used to make the effort more widespread. wherever possible, for their ability to reduce the environmental impacts associated with their activities.

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2/ Reducing and sorting waste At the same time, the Group pays special attention to the end-of-life of wastepaper. As a result, a sorting and recycling system has been Under the “OBJECTIF ZERO GOBELET”, no more bottles/cups will introduced in France and in many of the Group’s facilities, be dispensed by coffee machines and water fountains from particularly in Sweden, Italy, Belgium, the Netherlands and Spain, 1 January 2020, nationwide. with 74% of sites covered over all of the CSR scope. In December 2019, all employees already in post in France were In the Netherlands, at ALTEN India and Anotech Energy, mugs supplied with ALTEN mugs and ecocups. were distributed to all employees to reduce their consumption of Various powerful initiatives were implemented: plastic bottles. l campaign to distribute 4,000 mugs in December 2019; Waste from electric and electronic equipment (D3E), waste batteries l campaign to distribute 4,000 Ecocups in December 2019; and waste ink cartridges produced by the Group are monitored very closely. In 2019, 1.57 metric tonnes of waste from ALTEN and the l coffee machines with cup sensors; Group’s solutions in France were collected by a provider specialising l no orders for plastic bottles/cups; in the processing of this type of waste; and 6 metric tonnes in the l for visitors: introduction of ecocups made from recycled paper CSR scope. from January 2020; ALTEN gives its IT inventory (computers and screens) a second life l for new employees, the use of mugs and ecocups is addressed via a reconditioning phase and then via donations to charities. This by Human Resources in the Welcome Pack. initiative is described in Section 4.3.6 - “Solidarity in the regions”.

4.4.6 BIODIVERSITY

In the context of the Group’s responsible purchasing efforts, special International initiatives: attention is paid to the environmental certification of office supplies and equipment in order to limit their impact on biodiversity. ALTEN Technology GmbH uses suppliers working with products that come from organic agriculture and suppliers possessing In France, FSC, PEFC or NF Environnement certification is required environmental certification for cleaning services and suppliers of of all purchases of office desks. FSC, PEFC, European Ecolabel, NF ecological furniture. In 2020, ALTEN GmbH plans to roll out the Environnement or 100% recycled paper are required for all paper “Ecosia” research engine to all its employees. Ecosia uses its search purchases and European Ecolabel is required for all cleaning revenues to plant trees in different parts of the world, thereby products. reducing the carbon footprint. In 2019, awareness-raising In order to make employees aware of biodiversity and climate workshops were organised for employees at several of the Group’s change, ALTEN has installed beehives on one of its Boulogne sites sites. as well as a nesting box for wild pollinators. In 2020, ALTEN will ALTEN Maroc created a nursery for planting and tending plants continue to raise awareness with its employees on the subject of which are looked after by employees. biodiversity by offering new activities.

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4.5 METHODOLOGIES AND INTERNATIONAL GUIDELINES

4.5.1 NOTE ON METHODOLOGY

Temporal and geographic scopes Exceptions and limitations l The period taken into consideration for data used by the various The ALTEN Group has set up an internal reporting tool proposed to indicators was from 1 January 2019 to 31 December 2019. all entities in the CSR perimeter. This tool enables the local reporting of social, environmental and societal information, which is then l The CSR scope in this report covers ALTEN’s legal entities and consolidated by the Group. its solutions in France: ALTEN SA, ALTEN SO, Atexis, APTECH, ID APPS, MI-GSO, ALTEN SIR, ALTEN TECHNOLOGIES, Aixial, The ALTEN Group strives to increase the scope of its reporting each Lincoln SAS, Elitys Consulting, Avenir Conseil Formation, Aixial year by integrating new entities. Development, CADUCEUM, Pegase, LMACP and Anotech Energy. Origin and compilation of the data l It also includes international entities: ALTEN Belgium SPRL, Employee-related indicators ALTEN Switzerland, ALTEN GmbH, ALTEN SW GmbH, ALTEN Technology GmbH, ALTEN Spain, ALTEN Finland, ALTEN LTD, l The data relating to the headcount, nationalities represented in the ANOTECH Energy Global Solutions LTD, PPP UK, ALTEN Calsoft Company, hiring and terminations, work-study placements, total LABS India Private LTD, ALTEN India Private LTD, ALTEN payroll, compensation, employee turnover, work schedules, and Italia SPA, ALTEN Delivery Center Maroc, ALTEN Nederland BV et frequency and severity of work accidents were taken from the Orion Engineering, TECHALTEN Portugal, Anotech Energy Doha, employee-related reports and the payroll software of the ALTEN ALTEN Sverige AB, Anotech Energy Services LTD UK, Anotech Group companies in France and the international entities reported. Energy USA INC, Clover Global Solutions LP and Cresttek India. The data relating to annual performance reviews, training and internal mobility were taken from the reports from departments in l On an international level, ALTEN Switzerland, PPP UK, Anotech charge of those matters in the Group’s various entities. Energy Doha, Cresttek India were included in 2019 reporting. l Note that the total number of training hours and the number of l ALTEN China LTD subsidiaries and the new Shanghai employees trained take account of training undertaken by Technology entity were not included in 2019 reporting as a result apprentices and employees on vocational training contracts. of measures taken following the public health crisis in the respective countries at the time of reporting. l Turnover is calculated according to the following definition: (Departures/((Workforce N-1+Workforce N)/2). Departures taken Rate of coverage into account exclude trial periods, mobility and other reasons. l The performance indicators reported for France and internationally Environmental indicators concern: a headcount representing 81.2% of the Group’s total headcount and 78.15% of revenues at 31 December 2019. l Environmental data does not include ALTEN Energy DOHA and ALTEN Switzerland. l More specifically, for the French entities, these indicators refer to the entire headcount of ALTEN Group entities in question (ALTEN l Data related to floor space is taken from the lease documents. and solutions), and to the entire floor space occupied by one or Data is collected and then consolidated annually per building. It is more ALTEN Group entities in France. For international entities, then split according to the floor space occupied in said buildings they refer to the number of employees and the amount of floor by each ALTEN Group legal entity in France and by international space occupied by each ALTEN entity in the country in question. entities falling within the CSR scope. l It should be noted that the indicators bearing on the Atexis Guidelines leasehold buildings (3 sites in France) are confined to their energy l The performance indicators and the text of this report were consumption and waste sorting schemes. prepared in compliance with the requirements of l Data relating to consumables and energy is taken from the Article 225-102-1 of the French Commercial Code. The G4 invoices and statements provided by suppliers and service Global Reporting Initiative guidelines and recommendations have providers. also been taken into account. l Paper consumption excludes Atexis’ leased buildings in France, l The guidelines for calculating and establishing performance ANOTECH Energy and PPP UK. indicators are available upon request by email: [email protected] l Consumption of cups excludes Atexis’ leased buildings in France, Germany, Finland, England, the Netherlands and the USA.

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l In France, data related to energy consumption of common areas Belgium, ALTEN Italia SPA, ALTEN Technology GmbH, was estimated at 10% of consumption of areas occupied by ALTEN GmbH, ALTEN SW GmbH, ALTEN Sverige AB, ALTEN ALTEN when ALTEN was not the tenant of the entire building and Nederland BV, ALTEN Finland and ALTEN Spain. when data was not available. Portugal, India, Morocco and the USA are not included. l In France, energy consumption indicators were divided by the l Emission factors related to transports were updated between number of weighted square metres. Internationally, the actual m² 2017 and 2018. The 2018 emissions factors regarding transport at 31 December 2018 were used when information on the kilometres travelled have been re-used for the 2019 CO2 number of weighted m² was not available. In France and emissions calculations. internationally, the indicators for consumables were divided by l The CO emissions from energy consumption and travel were the number of employees present on site as of 31 December 2 calculated from raw data (kWh, km) through the corresponding 2018. emission factors of the Bilan Carbone® 7.6 method. The l Data on entities in England and the USA are excluded from calculation methodology was updated: CO2 emissions related to buildings’ energy consumption data. electrical consumption from renewable energies were considered

l Annual mileage recorded by company cars has been estimated to be nil. Emissions of CO2 related to electrical consumption for on the basis of the average mileage per month or per year, 2017 were recalculated using this new methodology. according to data available from providers. International data on l Electronic waste data includes entities in France as well as some km travelled by company cars does not include Spain, England, international entities, i.e. ALTEN GmbH, ALTEN SW GmbH, Portugal, the USA and India. ALTEN Technology GmbH, ALTEN Spain, ALTEN Finland, l Rail travel data covers the following entities: ALTEN SA, ALTEN ALTEN India Private LTD, ALTEN Calsoft Labs India Private LTD, SO, ALTEN TECHNOLOGIES, APTECH, ID APPS, Anotech ALTEN Sverige AB, Clover Global Solutions LP, Anotech Energy Energy, Avenir Conseil Formation, Elitys Consulting, Aixial, USA INC and ALTEN LTD. MI-GSO, ALTEN SIR and Caduceum. And the following international entities: ALTEN LTD, ALTEN Spain, ALTEN Belgium, Societal indicators ALTEN Technology GmbH, Anotech Energy Global Solutions l Data relating to projects supported as part of the Group’s LTD, Anotech Energy Services LTD, ALTEN Italy, ALTEN Sverige, promotion of the engineering professions come from the ALTEN SW GmbH and ALTEN GmbH. partnerships for which financial support was made. Portugal, India, the USA and Morocco are not included. Comparability l Air travel data covers the following entities: ALTEN SA, ALTEN SO, l ALTEN TECHNOLOGIES, APTECH, Anotech Energy, Avenir The CSR perimeter was expanded between 2018 and 2019. This Conseil Formation, Elitys Consulting, Aixial, MI-GSO, ALTEN SIR, change does not always make it possible to compare indicators and Caduceum, as well as the following international entities: from one year to the next. ALTEN LTD, Anotech energy services ltd, ALTEN Spain, ALTEN

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4.5.2 NON-FINANCIAL PERFORMANCE INDICATORS

SOCIAL PERFORMANCE INDICATORS AT 31 DECEMBER 2019

ALTEN FRANCE FRANCE GROUP CSR INDICATOR UNITS INDICATOR NO. 2018 2019 SCOPE 2019

HEADCOUNT AND DIVERSITY SOC 1 Total headcount as of 31/12/2019 Actual number of employees 13,001 13,500 28,347 % men 71% 71% 73% SOC 2 Breakdown of employees by gender % women 29% 29% 27% % of employees under 25 years old 14% 13% 10% % of employees between 25 and 35 years old 64% 65% 61% SOC 3 Breakdown of workforce by age grouping % of employees between 35 and 45 years old 17% 16% 19% % of employees over 45 years old 6% 6% 10% % of employees who are engineers 87.1% 86.5% 85.3% SOC 5 Breakdown of headcount by type of job % of employees who are managers 4.5% 4.5% 6.1% % of employees who are support staff 8.4% 9.0% 8.6% SOC 6 Number of unique nationalities represented Number of unique nationalities 91 95 124 HIRES AND DEPARTURES Total number of hires Number of hires 6,538 5,886 13,736

Employees recruited on permanent contracts Number of hires 6,210 5,521 11,674

SOC 7 incl. number of permanent hires under 25 years of age Number of hires 1,930 1,664 2,482 Employees recruited on fixed-term contracts Number of hires 200 206 1,123 Number of hires on apprenticeship or vocational training contracts Number of hires 128 159 939 Total number of terminations Number of terminations 5,274 4,407 11,100 Number of departures from permanent contracts Number of terminations 5,007 4,134 9,465 of which resignations Number of terminations 2,863 3,083 6,976 SOC 8 of which redundancies Number of terminations 168 211 675 Number of departures from fixed-term contracts Number of terminations 174 177 955 Number of departures on apprenticeship or vocational training contracts Number of terminations 93 96 680 SOC 17 Net jobs created Number of jobs created 1,264 1,479 2,636

TYPE OF EMPLOYMENT CONTRACT

% of permanent employees 98.1% 97.8% 96.0% % of temporary employees 0.6% 0.6% 2.0% SOC 18 Breakdown of headcount by type of contract % of employees on apprenticeship or 1.4% 1.6% 2.0% vocational training contracts

COMPENSATION

in € managers 40,432 40,187 44,399 SOC 19 Average annual compensation by position in € non-managers 26,857 26,963 47,137

MANAGEMENT

SOC 21 % of employees having had an annual performance appraisal % of employees 86% 87% 75%

Average rate of absenteeism (for sickness, work- or commute-related SOC 22 % 1.65% 1.87% 2.43% accident) SOC 23 ALTEN employee turnover % 24% 25% 28% ORGANISATION OF WORKING TIME SOC 24 Percentage of employees working full-time % of employees 98% 98% 98% SOC 25 Percentage of employees working part-time % of employees 2% 2% 2% EMPLOYEE RELATIONS SOC 26 % of employees covered by a collective agreement % of employees 100% 100% 100% TRAINING SOC 27 Training expenditures euros 12,670,524 13,948,010 17,589,293 SOC 28 Training expenditure as a % of payroll % 2.61% 3.00% 2.00% SOC 29 Training expenditure as a % of revenue % 1.3% 1.3% 1% SOC 30 Total number of training hours h 177,077 181,580 514,242 % of men having received training 41% 41% 50% SOC 31.a Percentage of people receiving training during the year, by gender % of women having received training 44% 46% 35% SOC 31.b Percentage of employees trained during the year % of employees 42% 42% 50% SOC 33 Number of e-learning courses taken number 26,463 45,805 61,489 WORK AND SAFETY CONDITIONS SOC 34 Frequency rate of work-related accidents with time off rate 3.25 3.20 2.65 SOC 35 Severity rate of work-related accidents rate 0.07 0.07 0.05 SOC 36 Number of hours of safety training h 21,094 24,451 53,093 SOC 38 Number of work-related illnesses reported number 0 0 13

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SOCIETAL PERFORMANCE INDICATORS AT 31 DECEMBER 2019

ALTEN FRANCE FRANCE GROUP CSR INDICATOR UNITS INDICATOR NO. 2018 2019 SCOPE 2019

Societal 3 Percentage of women on the Board of Directors % 50% 50% 50% RELATIONS WITH EXTERNAL STAKEHOLDERS Number of partnerships for the promotion of engineering occupations (CNJE; Societal 1 Number of partnerships 20 25 52 Elles Bougent; etc.) Total number of partnerships forged with higher education institutions in the Societal 5 number 30 64 210 current year Total number of partnerships forged with NGOs or similar associations in the Societal 4 number 26 45 62 current year Societal 7 Number of man-days of skills sponsorship days 4,610 4,837 4,888

ENVIRONMENTAL PERFORMANCE INDICATORS AT 31 DECEMBER 2019

ALTEN FRANCE FRANCE GROUP CSR INDICATOR UNITS INDICATOR NO. 2018 2019 SCOPE 2019

CONSUMPTION OF NATURAL RESOURCES Quantity of paper used per employee kg/emp 6.94 4.96 5 Enviro 4 Total quantity of paper used kg 28,410 22,188 53,977 Enviro 5 % of paper recycled or certified % 96% 100% 79% Enviro 6 Amount of cups per employee on site number of cups/emp 407 286 215 Enviro 8.a Total energy consumption MWh 6,109 6,134 13,943 Enviro 8.b Total energy consumption per sq.m. kWh/m²/year 113 94 99

Enviro 1 CO2 emissions linked to buildings’ energy consumption kg CO2 eq. 117,000 124,459 3,881,499 BUSINESS TRAVEL

Enviro 14 Number of kg of CO2 eq. for business travel by train per employee kg CO2 eq. / emp. 1.33 1.53 10.21

Enviro 16 Number of kg of CO2eq. for business travel by plane per employee kg CO2 eq. / emp. 420 333 305

Enviro 21 Average CO2 emissions per km from company vehicle fleet g CO2/km 108 103 111

Enviro 23.a Number of kg CO2 eq. from kilometres driven by company vehicles kg CO2 eq. 453,000 282,678 7,431,421 EXTERNAL CERTIFICATIONS AND ASSESSMENTS Enviro 10 % of occupied sq.m. that is certified (BBC, HQE) % 18% 34% 20% Enviro 18 EcoVadis score out of 100 note 78/100 80/100 80/100 WASTE Enviro 25 Total quantity of eletcronic waste removed by an external company metric tons 2.8 1.6 6.0 Enviro 11 % of sites covered by a waste sorting scheme % 89% 95% 74%

Enviro 26 Total quantity of CO2 emissions kg CO2 eq. 5,657,300 4,840,846 18,528,960

NB: The 2018 and 2019 indicators are not always comparable, due to changes in scope nc = not consolidated

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4.5.3 COMPLIANCE MATRIX

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EMPLOYEE-RELATED INFORMATION

EMPLOYMENT

Total workforce and breakdown of employees by gender, G4-9, G4-10, LA1, *6.4.4 4.2.2 age and geographical region LA12

Recruitments and redundancies EC6, LA1 4.2.3

Compensation and compensation increases G4-51, G4-52, G4-53, 4.2.4.3 SDG 5 G4-55, EC1, EC5

WORK ORGANISATION

Organisation of working time 4.2.7 *6.4.4 Absenteeism LA6 4.2.7

HEALTH & SAFETY SDG 3 4.2.7 SDG 8 Occupational health and safety conditions LA5 4. The elimination of all forms of forced or 4.1.4.3 compulsory labour *6.4.6 Work-related accidents, particularly their frequency together 5. Effective abolition of child labour LA6/LA7 4.2.7 with occupational illnesses and severity

EMPLOYEE RELATIONS

Organisation of dialogue with employees, such as procedures for informing, LA4 4.2.4.2 consulting and negotiating with employees 3. Respect for freedom of association and *6.4.3 SDG 8 recognition of the right to collective bargaining *6.4.5 SDG 16 List of collective agreements, including health and safety at work LA8 4.2.4.2

TRAINING

4.2.5.3 Policies implemented regarding training, including environmental protection LA10, LA11, G4-43 8. Promoting greater responsibility 4.4.3 *6.4.7 in environmental matters SDG 4 Total number of training hours LA9, HR2 4.2.5.3 EQUALITY OF TREATMENT

Measures taken to promote gender equality LA3, LA12, LA13 4.2.6.4

Measures taken to promote the employment and integration of disabled 6. The elimination of discrimination in respect of *6.3.10 SDG 5 LA12 4.2.6.2 persons employment and occupation *6.3.7 SDG 10 The anti-discrimination policy LA12, HR3 4.2.6

ENVIRONMENTAL INFORMATION

GENERAL POLICY IN ENVIRONMENTAL MATTERS

The company’s organisational structure for taking into account 4.1.5 environmental issues and, where applicable, environmental assessment G4-1 4.4.2 and certification procedures

Resources devoted to prevention of environmental risks and pollution 7. Taking a conservative approach to dealing with EN30, EN31 4.4.3 environmental matters 4.4.4 8. Promoting greater responsibility in environmental *6.5.2.1 4.4.5 SDG 12 matters *6.5.2.2 4.4.6 SDG 13 The amount of accounting provisions and guarantees for environmental risks, 9. Developing and disseminating environmentally ALTEN has no reserves or guarantees for environmental provided that this information is not likely to cause the company serious friendly technologies EC2 risks in France. prejudice in an ongoing lawsuit The environmental management (ISO 14 001 certified) that we apply to buildings reduces environmental hazards.

POLLUTION

Measures to prevent, reduce and compensate for emissions into the EN10, EN20, EN21, 4.4.3 atmosphere, soil and water that severely affect the environment EN22, EN24, EN26 4.4.4 4.4.5 4.4.6 7. Taking a conservative approach to dealing with environmental matters ALTEN provides intellectual services. By their nature, 8. Promoting greater responsibility in environmental *6.5.3 these activities matters SDG 12 Taking into account any form of specific pollution related to an activity, have little impact on the environment, cause little 9. Developing and disseminating environmentally including noise and light pollution EN 24 pollution and do not create friendly technologies noise pollution. However, measures are taken to ensure the smooth integration of buildings in residential areas into their neighbourhoods (BBC/HQE, ISO 14 001, etc.).

CIRCULAR ECONOMY

Waste management and prevention:

EN23, EN24, EN25, 4.4.3 Measures to prevent, recycle, reuse, other upgrade and eliminate waste EN28 4.4.5 *6.5.3 Taking into account the tertiary nature of ALTEN’s Fight against food wastage initiatives Engineering and Technology Consulting activities, the fight against food wastage is not significant.

Sustainable use of resources: 7. Taking a conservative approach to dealing with environmental matters 8. Promoting greater responsibility in environmental Taking into account the tertiary nature of ALTEN’s SDG 7 Consumption and supply of water in accordance with local constraints matters EN8, EN9 Engineering and Technology Consulting activities, SDG 12 9. Developing and disseminating environmentally the Group’s water consumption is not significant. friendly technologies Consumption of raw materials and measures taken to use them more efficiently EN1, EN2 4.4.5

4.4.3 - 4.4.4.1 Energy consumption, measures taken to improve energy efficiency EN3, EN4, EN6, *6.5.4 4.4.4.3 - 4.4.4.4 and use of renewable energy EN7 4.4.4.5 - 4.4.4.7

Given ALTEN’s services business of Engineering and Land use EN11 Technology Consulting, the Group has no activity that involves land use.

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ARTICLE 225 - GRENELLE 2 PRINCIPLES OF THE GLOBAL ISO CHAPTER 4 - 2019 GRI SDG DECREE NO. 2017-1265 OF 9 AUGUST 2017 COMPACT 26 000 REGISTRATION DOCUMENT

CLIMATE CHANGE

EN3, EN4, EN6, Significant greenhouse gas emission caused by society activity, especially *6.5.4 EN7, EN15, EN16, 4.4.4.2 by using goods and services produced *6.5.5 EN17, EN18, EN19,

4.4.4 EN15, EN16, EN17, Measures to adapt to the consequences of climate change *6.5.5 4.4.5 7. Taking a conservative approach to dealing with EN18, EN19, 4.4.6 SDG 9 environmental matters 8. Promoting greater responsibility in environmental SDG 11 matters SDG 12 9. Developing and disseminating environmentally Targets to voluntarily reduce in the medium and long term the greenhouse gas friendly technologies *6.5.5 4.4.4.1 emissions and the means implemented for this purpose

PROTECTION OF BIODIVERSITY: MEASURES TAKEN EN11, EN12, EN13, *6.5.6 4.4.6 SDG 15 TO PRESERVE OR RESTORE BIODIVERSITY EN14, EN26

SOCIETAL INFORMATION

SOCIETAL COMMITMENTS IN FAVOUR OF SUSTAINABLE DEVELOPMENT

4.1.4.6 EC6, EC7, EC8, The impact of the company’s activity on employment and local development 4.3.6 EC9, SO1 *6.8.5 4.4.4.7 *6.8.7 EC6, EC7, EC8, *6.8.8 ALTEN is present in employment hotspots and is located The impact of the company’s activity on neighbouring or local populations EC9, HR8, SO1, close to its customers. Its impact on neighbouring and SO2 local populations is thus limited and not significant. SDG 1 SDG 8 4.1.3 3. Respect for freedom of association and recognition Relationships with stakeholders and how is the dialogue with them G4-26, G4-37 4.1.4.6 SDG 17 of the right to collective bargaining 4.2.4.2 *5.3.3 *6.8.9 4.3.6 Partnership or sponsorship actions EC7 4.2.3 4.2.6.4

SUB-CONTRACTING AND SUPPLIERS

4.3.4.1 LA14, LA15, EN33, Taking social and environmental issues into account in the purchasing policy 4.3.5.2 1. Promoting and respecting international Human HR5, HR9, HR11 4.3.5.4 Rights law protection in the sphere of influence 2. Guarding against complicity in human rights 4.1.4.7 LA14, LA15, G4-12, *6.6.6 SDG 8 violations 4.3.4.2 Taking into account in relationships with suppliers and subcontractors their EN32, EN33, HR5, 8. Promoting greater responsibility in environmental 4.3.5.1 SDG 12 social and environmental responsibility HR9, HR11, SO9, matters 4.3.5.2 SO10 4.3.5.4

FAIR PRACTICES: MEASURES TAKEN TO PROMOTE CONSUMER HEALTH AND SAFETY

Taking into account the tertiary nature of ALTEN’s EN27, PR1, PR2, Engineering and Technology Consulting activities, Measures taken to promote consumer health and safety PR3, PR4, PR6, *6.7.4 the Group has no activity affecting consumer health SDG 3 PR7, PR8, PR9 and safety.

OTHER INFORMATIONS

INFORMATION ON THE FIGHT AGAINST CORRUPTION: ACTIONS TAKEN TO PREVENT CORRUPTION

4.1.4.5 10. Acting against corruption in all its forms, G4-56, G4-58, *6.6.3 Actions taken to prevent corruption 4.3.2.1 including extortion of funds and bribery SO3,SO4,SO5 *6.7.4 SDG 16 4.3.5.2 INFORMATION IN RELATION TO HUMAN RIGHTS ACTIONS Promotion of and compliance with the stipulations of the core conventions of the International Labour Organization on:

Respect for freedom of association and recognition of the right to collective 3. Respect for freedom of association and HR4, LA13, LA14 *6.3. 10 bargaining recognition of the right to collective bargaining

6. The elimination of discrimination in respect of *6.3.10 The elimination of discrimination in respect of employment and occupation LA12, HR3 4.3.5 employment and occupation *6.3.7 SDG 8 4.2.6.2 4.2.6.4 SDG 17 4. The elimination of all forms of forced or compulsory The elimination of forced or compulsory labour HR6 labour *6.3. 10 The effective prohibition of child labour 5. Effective abolition of child labour HR6

1. Promoting and respecting international Human Rights law protection in the sphere of influence HR1, HR2, HR7, 4.1.4.7 2. Guarding against complicity in human rights Other actions taken to promote Human Rights HR8, HR9, HR10, *6.3.10 4.3.2 violations SDG 16 HR11, HR12 4.3.4.2 10. Acting against corruption in all its forms, including extortion of funds and bribery

136 ALTEN - Universal registration document 2019 NON-FINANCIAL PERFORMANCE STATEMENT 4 REPORT BY ONE OF THE STATUTORY AUDITORS, APPOINTED AS AN INDEPENDENT THIRD PARTY

4.6 REPORT BY ONE OF THE STATUTORY AUDITORS, APPOINTED AS AN INDEPENDENT THIRD PARTY, ON THE CONSOLIDATED NON-FINANCIAL STATEMENT INCLUDED IN THE GROUP MANAGEMENT REPORT

For the year ended 31 December 2019 However, it is not our responsibility to comment on: l the entity’s compliance with other applicable legal and regulatory requirements, in particular the French duty of care law and To the Shareholders, anti-corruption and tax avoidance legislation; l the compliance of products and services with the applicable In our capacity as ALTEN’s Statutory Auditors, appointed as an regulations. independent third party and accredited by COFRAC under Nature and scope of our work number 3-1080(1), we hereby present our report on the consolidated statement of non-financial performance for the year ended The work described below was performed in accordance with the 31 December 2019 (hereinafter the “Statement”), included in the provisions of articles A. 225 1 et seq. of the French Commercial Group management report pursuant to the requirements of Code, as well as with the professional guidance of the French articles L. 225 102-1, R. 225-105 and R. 225- 105-1 of the French Institute of Statutory Auditors ("CNCC") applicable to such Commercial Code (Code de commerce). engagements, and in accordance with ISAE 3000.(2) Our procedures allowed us to assess the compliance of the The entity’s responsibility Statement with regulatory requirements and the fairness of the Information: The Board of Directors is responsible for preparing the Statement, including a presentation of the business model, a description of the l we obtained an understanding of all the consolidated entities’ principal non-financial risks, a presentation of the policies activities, the description of the social and environmental risks implemented considering those risks and the outcomes of said associated with their activities; policies, including key performance indicators. The Statement has l we assessed the suitability of the criteria of the Guidelines with been prepared in accordance with the entity’s procedures respect to their relevance, completeness, reliability, neutrality and (hereinafter the “Guidelines”), the main elements of which are understandability, with due consideration of industry best presented in the Statement. practices, where appropriate; l we verified that the Statement provides the information required Independence and quality control under article R. 225-105 II of the French Commercial Code, Our independence is defined by the requirements of where relevant with respect to the principal risks, and includes, article L. 822-11-3 of the French Commercial Code and the French where applicable, an explanation for the absence of the Code of Ethics (Code de déontologie) of our profession. In addition, information required under article L. 225-102-1 III, paragraph 2 of we have implemented a system of quality control including the French Commercial Code; documented policies and procedures regarding compliance with l we verified that the Statement presents the business model and applicable legal and regulatory requirements, the ethical a description of principal risks associated with all the requirements and French professional guidance. consolidated entities’ activities, including where relevant and proportionate, the risks associated with their business Responsibility of the Statutory Auditor, appointed relationships, their products or services, as well as their policies, as an independent third party measures and the outcomes thereof, including performance indicators associated to the principal risks; On the basis of our work, our responsibility is to provide a report l we referred to documentary sources and conducted interviews expressing a limited assurance conclusion on: to: l the compliance of the Statement with the requirements of l assess the process of selecting and validating the principal article R. 225-105 of the French Commercial Code; risks as well as the consistency of the outcomes, including the l the fairness of the information provided in accordance with key performance indicators used, with respect to the principal article R. 225 105 I, 3° and II of the French Commercial Code, risks and the policies presented, and i.e., the outcomes, including key performance indicators, and the measures implemented considering the principal risks (hereinafter the “Information”).

(1) Whose scope of accreditation is available at www.cofrac.fr (2) ISAE 3000 - Assurance engagements other than audits or reviews of historical financial information

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l corroborate the qualitative information (measures and We believe that the work carried out, based on our professional outcomes) that we considered to be the most important(1); judgement, is sufficient to provide a basis for our limited assurance l we verified that the Statement covers the scope of consolidation, conclusion; a higher level of assurance would have required us to i.e. all the consolidated entities in accordance with carry out more extensive procedures. article L. 233-16 of the French Commercial Code; Means and resources l we obtained an understanding of the internal control and risk Our work was carried out by a team of three people between management procedures implemented by the entity and November 2019 and March 2020. assessed its data collection process to ensure the completeness and fairness of the Information; We were assisted in our work by our specialists in sustainable development and corporate social responsibility. We conducted l for the key performance indicators and other quantitative interviews with the people responsible for preparing the Statement. outcomes that we considered to be the most important(2), we implemented: Conclusion l analytical procedures to verify the proper consolidation of the Based on the procedures performed, nothing has come to our data collected and the consistency of any changes in those attention that causes us to believe that the non-financial statement is data; not presented in accordance with the applicable regulatory l tests of details, using sampling techniques, in order to verify requirements and that the Information, taken as a whole, is not the proper application of the definitions and procedures and presented fairly in accordance with the Guidelines, in all material reconcile the data with the supporting documents. This work respect. was carried out on a selection of contributing entities(3) and covers between 42% and 62% of the consolidated data selected for these tests; l we assessed the overall consistency of the Statement based on our knowledge of all the consolidated entities.

Neuilly-sur-Seine, 27 April 2020

One of the Statutory Auditors Grant Thornton French member of Grant Thornton International

Jean-François Baloteaud Tristan Mourre Partner Director

(1) Qualitative information relating to the following sections: "Attracting talent"; "Promoting diversity"; "Health and Safety in the workplace"; "Ethics and compliance"; "Reducing greenhouse gas emissions"; "Using natural resources in a reasonable manner and reducing the group's waste"; "Maintaining lasting relationships with suppliers and subcontractors" (2) Quantitative social and societal information: "Total workforce and breakdown of employees by gender, age and geographical region"; "Hires"; "Departures"; "Number of days worked"; "Number of working days lost"; "Total number of training hours"; "Number of people trained"; "Number of partnerships made with higher education institutions"; "Number of man-days of skills sponsorship". Quantitative environmental information: "Total energy consumption", "CO2 emissions linked to buildings' energy consumption", "Number of kg of CO2 eq. for business travel", "Total quantity of paper used", "Total quantity of electronic waste removed by an external company" "Total quantity of CO2 emissions" (3) Alten France, Alten delivery center Morocco, Alten Netherland BV & Orion Engineering, Alten Finland, Alten UK

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